Industrial/Organizational Psychology: Job Attitudes

Vocabulary terms and definitions regarding job attitudes, satisfaction measurement tools, commitment components, and emotional labor concepts from Industrial/Organizational psychology.

Subjective norm

Social pressures to perform behavior according to the Theory of Planned Behavior.

Perceived behavioral control

Belief as to how easy/difficult performance of a behavior is.

Job Satisfaction

A positive emotional state resulting from one’s job or job experiences.

Job Descriptive Index (JDI)

A satisfaction measure evaluating $5$ specific dimensions (Work, Pay, Coworkers, Promotion, and Supervision) plus overall satisfaction.

Job Diagnostic Survey (JDS)

A measure of job satisfaction across $5$ specific dimensions: Pay, Security, Social, Supervisory, and Growth.

Faces Scale

A nonverbal tool for measuring job satisfaction that is easier for verbally unskilled employees to complete.

Experience Sampling Method

Real-time reports of employees' perceptions collected through smartphones and other mobile devices.

Organizational citizenship behavior (OCB)

Voluntary behaviors like helping other employees that are predicted by job satisfaction and organizational commitment.

Counterproductive Work Behaviors (CWB)

Behaviors such as arson, blackmail, and theft that are better predicted by anger and low conscientiousness.

Withdrawal

Behaviors including absenteeism, tardiness, and turnover that are better predicted by boredom and depression.

Organizational Commitment

Identification with, attachment to, and involvement in an organization.

Affective commitment

Emotional attachment to an organization.

Continuance commitment

Commitment based on the sunk costs associated with leaving an organization.

Normative commitment

Commitment based on a moral obligation to continue with the organization.

Job Engagement

The extent to which an employee finds their job stimulating and energetic.

Workaholic

An individual who enjoys the act of working, is obsessed, and devotes personal time at the expense of other important life roles.

Work Centrality

The degree of importance of work in an employee’s life, which is positively related to salary level and career satisfaction.

Perceived Organizational Support (POS)

Employees’ beliefs regarding whether their organization values their contributions and cares about their well-being.

Emotion regulation

The ways in which individuals monitor their emotions, including amplification (faking) and suppression (hiding).

Emotional labor

The control required by employees to express desired emotions during interpersonal interactions.

Emotional dissonance

The state when employees’ true feelings differ from the emotions they project on the job, predicting stress and burnout.

Surface acting

Faking emotions by manipulating facial muscles without modifying underlying thoughts or feelings.

Deep acting

Modifying inner emotions and feelings to match required outward emotional displays.

Duchenne smile

A genuine smile used in the Harker & Keltner ($2001$) study to predict greater life satisfaction and better mental health.

Proactive behaviors

Actions such as making workplace recommendations, which are most common at moderate levels of positive affect.