IOPSY PPT REPORT - MIDTERMS - LESSON 3 AND 4

Job characteristics

- refer to the various aspects and features of a job that influence an individual's experience and satisfaction in the workplace. These characteristics are often studied in the field of organizational psychology and play a significant role in understanding employee motivation, engagement, and performance.

1. Skill Variety 2. Task Identity 3. Task significance 4. Autonomy 5. Feedback

5 KEY COMPONENTS

Skill Variety

● Diverse tasks
● Multifaceted skills
● Varied abilities

Task Identity

● Whole work completion
● Tangible end product
● Clear task ownership

Task significance

● Meaningful impact
● Valuable contribution
● Important role

Autonomy

● Independence and freedom
● Decision-making authority
● Flexibility and control

Feedback

● Performance evaluation input
● Progress assessment guidance
● Recognition and improvement

Job Characteristics Model

- is a framework that explains how certain job characteristics can influence employee motivation, satisfaction, and performance. It was developed by Richard Hackman and Greg Oldham in the 1970s.

Experienced Meaningfulness

- The extent to which employees perceive their work as meaningful and valuable.

Experienced Responsibility

- The degree to which employees feel accountable and responsible for the outcomes of their work.

Knowledge of Results

- The extent to which employees receive clear and timely feedback about their performance

Hygiene Factors

● Related to the work environment and include things like salary, company policies, and working conditions.
● Lack = dissatisfaction
● Present = doesn't necessarily yield high motivation

EXTRINSIC

● "the need to avoid unpleasantness"
○ interpersonal relations,
○ salary,
○ company policies and administration,
○ relationship with supervisors, and
○ working conditions

Motivators

● Related to the actual job content and include factors like recognition, responsibility, and achievement.
● Present = leads to job satisfaction and motivation

INTRINSIC

● Leads to job satisfaction because they satisfy the needs for growth and self-actualization.
● Satisfies by fulfilling individuals' needs for meaning and personal growth.
○ achievement, recognition, the work itself, responsibility and advancement

Albert Einstein and Eleanor Roosevelt

- 2 EXEMPLARY PEOPLE

Maslow's theory

- suggests that individuals achieve their full potential by feeling safe, belonging, and special.

Self-actualization

morality, creativity, spontaneity, acceptance, experience purpose, meaning and inner potential

Self-esteem

- confidence, achievement, respect for others, the need to be a unique individual

Love and Belonging

- friendship, family, intimacy, sense of connection

Safety and Security

- health, employment, property, family and social stability

Physiological Needs

- breathing, food, water, shelter, clothing, sleep

Growth needs

transcendence, self-actualization, aesthetic needs, cognitive needs

deficiency needs

esteem needs, belonging and love needs, safety needs, physiological needs

HAWTHORNE EFFECTS

● When subjects of an experimental study attempt to change or improve their behavior simply because it is being evaluated or studied.
● The term was coined during experiments that took place at Western Electric's factory in the Hawthorne suburb of Chicago in the late 1920s and early 1930s.

EXPECTANCY THEORY

● Recognized and Rewarded
● Expecting a specific outcome with their performance
● The mental process by which a person interprets the many reasons for action.

Victor Harold Vroom

- developed the Expectancy Theory in 1964
- He was a Canadian Psychologist

Expectancy, Instrumentality, Valence

3 Components of Expectancy Theory

Expectancy

● characterizes a person's belief that "I can do this."
● person's confidence, past experience, and perception

Instrumentality

● "If I accomplish this, I will get that"
● Raise in salary, a promotion, recognition, or a feeling of achievement

Valence

● "I find this particular outcome desirable because I'm me."
● person attaches to a certain result.

○ Locus of Control ○ Stability ○ Controllability

THREE DIMENTIONAL MODEL: THEORY OF ATTRIBUTION

Bernard Werner

- who develop the three dimensions in attribution

Attribution

- is the action of regarding something as being caused by a person or thing.

Three Dimensions

● It tells us that people attempt to understand the causes of behavior. Moreover, our attribution to behavior can influence how we behave in the future.

Locus of Control

● Aims to know if the behavior is caused by an internal or an external factor
Internal Factor - he is not innately smart
External Factor - the weather was just not good that day

Stability

- stable attributions for successful achievements
Stable Attribution - bad at public speaking ever since he was a child.
Unstable Attribution - he was ill.

Controllability

● ability to change the outcome of an event through effort
Uncontrollable - his alarm clock broke.
Controllable - he slept too much.

OCEAN - Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism

BIG FIVE THEORY: WORK PERFORMANCE
-● people have these traits on varying levels on a scale because of environmental factors

Work Performance

● Defined as an aggregate of employee behaviors that have some expected value to organizations (positive or negative).

Openness

● High in openness are:
○ Very creative
○ Open to trying new things
○ Focused on tackling new challenges
○ Happy to think about abstract concepts

● Low in openness:
○ Dislikes change
○ Does not enjoy new things
○ Resists new ideas
○ Dislikes abstract or theoretical concepts

Conscientiousness

● High in conscientiousness:
○ Spends time preparing
○ Finishes important tasks right away
○ Pays attention to detail
○ Enjoys having a set of schedule

● Low in conscientiousness:
○ Dislikes structure and schedules
○ Makes messes and doesn't take care of things
○ Procrastinates important tasks
○ Fails to complete necessary or assigned tasks

Extraversion

● High in extraversion:
○ Enjoys being the center of attention
○ Likes to start conversations
○ Has a wide social circle of friends and acquaintances
○ Say things before thinking about them

● Low in extraversion:
○ Prefers solitude
○ Feels exhausted when having to socialize a lot
○ Carefully thinks things through before speaking
○ Dislikes being the center of attention

Agreeableness

● High in agreeableness:
○ Has a great deal of interest in other people
○ Cares about others
○ Enjoys helping and contributing to the happiness of other people
○ Assists others who need help

● Low in agreeableness
○ Takes little interest in others
○ Doesn't care about how other people feel
○ Insults and belittles others
○ Manipulates others to get what they want

Neuroticism

● High in neuroticism:
○ Experiences a lot of stress
○ Worries about many different things
○ Experiences dramatic shifts in mood
○ Struggles to bounce back after stressful events

● Low in neuroticism:
○ Emotionally stable
○ Rarely feels sad or depressed
○ Doesn't worry much
○ Is very relaxed

Conscientiousness

- is the best predictor of a job

KORMAN'S CONSISTENCY THEORY

● Often referred to as the Self-Consistency Theory.
● This tells us that individuals are driven to maintain consistency between SELF-ESTEEM and their ROLE.

SELF-DETERMINATION THEORY

● First introduced by Edward Deci and Richard Ryan (both psychologists) in their book Self Determination and Intrinsic Motivation in Human Behavior (1985).

self-determination

- is the capacity of an individual to make decisions and manage their own life. Unlike being non-self-determined, which can make you feel as though other people are in control of your life.

○ Intrinsic ○ Extrinsic

2 Types of Motivation

○ Autonomy ○ Competence ○ Connection/Relatedness

3 Human Basic Needs

PYGMALION EFFECT

● It refers to a psychological phenomenon in which higher expectations cause others to perform better.
● The expectation or belief is determined by someone else, most frequently a person in a position of authority.
● highlights the influence of expectations on shaping behavior.

GALATEA EFFECT

● is a phenomenon that explains the individual's self-belief has a significant impact on their abilities to complete tasks and performance.
● The performance is greatly influenced by an individual's self-perception or self-belief

self-efficacy & self-fulfilling prophecy

- two fundamental psychological ideas of galatea effect

GOLEM EFFECT

● Describes a situation where the superiors expect a low or bad performance from a subordinate, causing the exact performance they predicted.

SELF-REGULATION THEORY

● The ability to control one's emotions, behavior, and thoughts in order to achieve a desired goal
● According to Albert Bandura humans are able to control their behavior through a process known as ________________.

tips for improving self-regulation at work

○ Practice Mindful Awareness
○ Set Priorities
○ Break Down Tasks
○ Practice Self-Discipline