MGMT 363 Chapter 4 - Job Satisfaction

Job Satisfaction

A pleasurable emotional state resulting from the appraisal of one’s job or job experiences. It represents how a person feels and thinks about their job.

Values

Things that people consciously or unconsciously want to seek or attain.

Value-precept theory

A theory that argues that job satisfaction depends on whether the employee perceives that their job supplies those things that they value.

Pay satisfaction

Employees’ feelings about the compensation for their jobs.

Promotion Satisfaction

Employees’ feelings about how the company handles promotions.

Supervision satisfaction

Employees’ feelings about their boss, including the boss's competency, communication, and personality.

Coworker satisfaction

Employees’ feelings about their coworkers, including their abilities and personalities.

Satisfaction with the work itself

Employees’ feelings about their actual work tasks.

Meaningfulness of work

A psychological state reflecting one’s feelings about work tasks, goals, and purposes, and the degree to which they contribute to society and fulfill one’s ideals and passions.

Responsibility for outcomes

A psychological state indicating the degree to which employees feel they are key drivers of the quality of work output.

Knowledge of results

A psychological state indicating the extent to which employees are aware of how well or how poorly they are doing.

Job characteristics theory

A theory that argues that five core characteristics (variety, identity, significance, autonomy, and feedback) combine to result in high levels of satisfaction with the work itself.

Variety

The degree to which a job requires different activities and skills.

Identity

The degree to which a job offers completion of a whole, identifiable piece of work.

Significance

The degree to which a job really matters and impacts society as a whole.

Autonomy

The degree to which a job allows individual freedom and discretion regarding how the work is to be done.

Feedback

In job characteristics theory, it refers to the degree to which the job itself provides information about how well the job holder is doing. In goal setting theory, it refers to progress updates on work goals.

Knowledge and Skill

The degree to which employees have the aptitude and competence needed to succeed on their job.

Growth need strength

The degree to which employees desire to develop themselves further.

Job enrichment

When job duties and responsibilities are expanded to provide increased levels of core job characteristics.

Job crafting

Proactively shaping and molding the characteristics contained within one’s job.

Moods

States of feeling that are mild in intensity, last for an extended period of time, and are not directed at anything.

Pleasantness

The degree to which an employee is in a good versus bad mood.

Activation

The degree to which moods are aroused and active, as opposed to unaroused and inactive.

Flow

A state in which employees feel a total immersion in the task at hand, sometimes losing track of how much time has passed.

Affective events theory

A theory that describes how workplace events can generate emotional reactions that impact work behaviors.

Emotions

Intense feelings,often lasting for a short duration, that are clearly directed at someone or some circumstance.

Positive Emotions

Employees’ feelings of joy, pride, relief, hope, love, and compassion.

Negative emotions

Employees’ feelings of fear, guilt, shame, sadness, envy, and disgust.

Emotional labor

When employees manage their emotions to complete their job duties successfully.

Emotional contagion

The idea that emotions can be transferred from one person to another.

Life satisfaction

The degree to which employees feel a sense of happiness with their lives in general.

What are the two main components of job satisfaction?

1. Cognition

2. Affect

What are the five major facets  of job satisfaction?

1. Variety

2. Significance

3. Autonomy

4. Identity

5. Feedback

What is the value precept theory formula?

Dissatisfaction=(Vwant - Vhave)x(Vimportance)

What are the five core job characteristics? 

1. Variety

2. Identity

3. Significance 

4. Autonomy 

5. Feedback

The three psychological states?

1. Meaningfulness of work

2. Responsibility of Outcomes

3. Knowledge of Results

The two moderators (what does that mean)?

The two moderators are Knowledge and Skill and Growth Need Strength, which means they influence the strength of relationship between other variables. The presence of these two moderators have the potential to increase or decrease job satisfaction.

What are the three  methods used to improve job satisfaction using this model?

1. Job rotation

2. Job enlargement

3. Job enrichment

How does job satisfaction relate to performance and organizational commitment?

Job satisfaction is strongly correlated with affective commitment, so satisfied employees are more likely to stay with the organization. Also highly correlated with normative commitment. Why would they wanna leave a place where they are happy? Thats normative commitment. Not correlated with contiuance commitment.