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Job Satisfaction
A pleasurable emotional state resulting from the appraisal of one's job or job experiences.
Values
Those things that people consciously or subconscious want to seek or attain.
Value-Perception Theory
Argues that job satisfaction depends on whether you perceive that your job supplies you the things that you value.
Pay Satisfaction
Refers to employee's feelings about their pay. including whether its as much as they deserve, secure, and adequate for both normal expenses and luxury items.
Promotion Satisfaction
Refers to employee's feelings about the company's promotion policies and their execution, including whether promotions are frequent, fair, and based on ability.
Supervisor Satisfaction
Reflects employee's feelings about their boss, including whether the boss is competent, polite, and a good communicator.
Satisfaction with the work itself
Employees feelings about their actual work tasks, including whether those task are challenging, interesting, respected, and make sure of key skills rather than being dull, repetitive, and uncomfortable.
Meaningfulness of work
Reflects the degree to which work tasks are viewed as something that "counts" in the employees system of philosophies and beliefs.
Responsibility for outcome
Captures the degree to which employes feel that they're key drivers of the quality of the unit's work.
Knowledge of results
Reflects the extent to which employees know how well (or how poorly) they're doing.
Job Characteristic Theory
Describes the central characteristics of intrinsically satisfying jobs, attempts to answer "What kinds of tasks create these psychological states"?
Variety
The degree to which the job requires a number of different activities that involve a number of different skills and talents.
Identity
The degree to which the job requires completing a whole, identifiable, piece of work from the beginning to end with a visible outcome.
Significance
The degree to which the job has a substantial impact on the lives of other people, particularly people in the world at large.
Autonomy
The degree to which the job provides freedom, independence, and discretion to the individual performing the work.
Feedback
The degree to which carrying out the activities required by the job provides employees with clear information about how well they're performing.
Knowledge and skill
Which captures whether employees have strong needs for personal accomplishment.
Growth Need Strength
Developing themselves beyond where they currently are.
Job enrichment
The duties and responsibilities associated with a job are expanded to provide more variety, identity, autonomy, and so forth.
Job Crafting
Where employees shape, mold, and redefine their jobs in a proactive way.
Moods
States of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly directed at or caused by anything.
Pleasantness
Whether you feel pleasant (a good mood) or unpleasant (bad mood).
Activation
Whether you feel activated and aroused or deactivate and unaroused.
Flow
A state in which employees feel a total immersion in the task at hand, sometimes losing track or how much time has passed.
Affective Events theory
Workplace events can generate affective reaction- reactions that then can go on to influence work attitudes and behaviors.
Emotions
States of feelings that are often intense, last for only a few minutes, and are clearly directed at (and caused by) someone or some circumstances.
Positive emotions
Joy, pride, relief, hope, love, and compassion.
Negative emotions
Anger, anxiety, dear, guilt, shame, sadness, ency, and disgust.
Emotional Labor
The need to manage emotions to complete the job duties successfully.
Emotional Contagion
Shows that one person can "catch" or "be infected by" the emotions of another person.
Life Satisfaction
The degree to which employees feel a sense of happiness with their lives.
