10- Employee satisfaction and committment

Job satisfaction

The attitude employees have toward their jobs

Organizational commitment

The extent to

which an employee identifies

with and is involved with an

organization.

affective-cognitive consistency

strong, consistent beliefs about their

level of job satisfaction

affective commitment

The extent to which an employee

wants to remain with an organization and cares about the organization.

Continuance commitment

The extent to

which employees believe they

must remain with an organization due to the time, expense,

and effort they have already put

into the organization.

Normative commitment

The extent to which employees

feel an obligation to remain with

an organization.

individual difference theory

postulates that some variability in job satisfaction is due to an individual’s personal tendency across situations to enjoy what they do

internal locus of control

The extent to which people

believe that they are responsible

for and in control of their success

or failure in life.

• Emotional stability

• Self-esteem

• Self-efficacy

• Internal locus of control

Judge, Locke, and Durham (1997) have

hypothesized that four personality variables are related to people’s predisposition

to be satisfied with their life and jobs:

• Genetic predispositions

• Core self-evaluations

• Culture

• Intelligence

What Individual Differences Affect Job Satisfaction?

• Vocation

• Job

• Organization

• Coworkers

• Supervisor

aspects of how one may fit with a job or organization

Social information processing theory/ social learning theory

States that employees model their

levels of satisfaction and motivation from other employees.

Social information processing theory/ social learning theory

States that employees model

their levels of satisfaction and

motivation from other

employees.

Equity theory

A theory of job

satisfaction stating that employees will be satisfied if their

ratio of effort to reward is similar

to that of other employees.

Organizational justice

A

theory that postulates that if

employees perceive they are

being treated fairly, they will be

more likely to be satisfied with

their jobs and motivated to do

well

Distributive justice

The perceived fairness of the decisions made in an organization

Procedural justice

The

perceived fairness of the methods used by an organization to

make decisions

Interactional justice

The

perceived fairness of the interpersonal treatment that employees receive in an

organization

Job rotation

A system in

which employees are given the

opportunity to perform several

different jobs in an organization.

Job enlargement

A system

in which employees are given

more tasks to perform at the

same time.

Job enrichment

A system in

which employees are given more

responsibility over the tasks and

decisions related to their job.

Job characteristics theory

The theory proposed by Hackman and Oldham that suggests

that certain characteristics of a

job will make the job more or

less satisfying, depending on the

particular needs of the worker

Job Diagnostic Survey (JDS)

measure of the extent

to which a job provides opportunities for growth, autonomy,

and meaning.

Self-directed teams/ quality circles

Employee

groups that meet to propose

changes that will improve

productivity and the quality

of work life

1. standard job satisfaction inventories

2. custom-designed satisfaction inventories

job satisfaction is measured in

one of two ways:

standard commitment inventories

Commitment is usually measured through

Faces scale

One of the first methods for measuring job satisfaction was developed by Kunin and is called the

Faces scale

A measure of job

satisfaction in which raters place

a mark under a facial expression

that is most similar to the way

they feel about their jobs.

Job Descriptive Index (JDI)

The most commonly used scale for job satisfaction today is

Job Descriptive Index (JDI)

A measure of job satisfaction that yields scores on five dimensions.

Minnesota Satisfaction Questionnaire (MSQ)

A measure of job satisfaction that

yields scores on 20 dimensions.

Job in General (JIG) scale

A measure of the overall level of

job satisfaction.

Job in General (JIG) scale

is useful when an organization wants to measure the overall level of job satisfaction

rather than specific aspects.

Organizational commitment questionnaire (OCQ)

A 15-item questionnaire developed by Mowday, Steers, and Porter (1979) to measure

three commitment factors: acceptance of the organization’s values and

goals, willingness to work to help the organization, and a desire to remain

with the organization

Organizational Commitment Scale (OCS)

A nine-item survey developed

by Balfour and Wechsler (1996) that measures three aspects of commitment:

identification, exchange, and affiliation.

• Faces scale

• Job descriptive index (JDI)

• Minnesota satisfaction questionnaire (MSQ)

• Job in general (JIG) scale

standard measures of job satisfaction

Allen and Meyer Survey

most commonly used measure of organizational commitment

Allen and Meyer Survey

as 24 items, 8 each for the 3 factors of affective, continuance, and normative commitment

• Allen and Meyer Survey

• Organizational commitment questionnaire (OCQ)

• Organizational Commitment Scale (OCS)

standard measures of organizational commitment

custom-designed inventories

most organizations tap their employees’ levels of job satisfaction by using ___

• Absenteeism

• Turnover

• Counterproductive behaviors

• Lack of organizational citizenship behaviors

Consequences of Dissatisfaction and Other Negative Work Attitudes

• Financial incentives

• Time off

• Recognition programs

Attendance can be increased through the use of:

Well pay

A method of

absenteeism control in which

employees are paid for their

unused sick leave.

Financial bonus

A method

of absenteeism control in which

employees who meet an

attendance standard are given

a cash reward.

Games

An absenteeism control

method in which games such as

poker and bingo are used to

reward employee attendance.

Paid time off program (PTO) or paid-leave bank (PLB)

An attendance policy in

which all paid vacations, sick

days, holidays, and so forth

are combined.

• Well pay

• Financial bonus

• Games

types of financial incentives in absenteeism control

Person/organization fit

The extent to which an

employee’s personality, values,

attitudes, philosophy, and skills

match those of the organization.

Embeddedness

The extent to

which employees have links to

their jobs and community, the

importance of these links, and

the ease with which they can

be broken and replaced at

another job.

Organizational Citizenship Behaviors (OCBs)

Behaviors that are not

part of an employee’s job but

that make the organization

a better place to work (e.g.,

helping others, staying late).