Unit 4: Employee Engagement, Satisfaction, and Motivation

Vocabulary-style flashcards covering employee engagement, organizational commitment, stress, job satisfaction, and motivational theories from Unit 4 lecture notes.

Employee engagement

A psych state characterized by vigor, dedication and absorption in ones work/org.

Org commitment (OC)

Workers feelings/attitudes about entire org.

OC-affective

Emotional attachment to, identification with, and involvement with org.

OC continuance

Psych need to stay with company.

Normative commitment

Staying with org because it is "the right thing to do".

Job rotation

Systematic movement between tasks to avoid boredom and monotony.

Job enlargement

Expansion of a job to include additional, more varied tasks.

Pay structures

Systems including skill-based pay, merit pay, gainsharing, and profit sharing.

Work schedules

Includes compressed and flextime options.

Positive affect

Positive emotions effecting workplace mood.

Well being

Increased creativity, job sat, OCB and performance.

Stressor

Environmental event that is perceived as threatening.

Employee stress sources

Worker stress, situational stress, and interpersonal stress.

Stressful occupations

Jobs characterized by heavy workload, poor conditions, physical dangers, difficult client or coworkers.

Employee stress coping methods

Methods such as exercise/meditation and counseling.

Emotional labor

Demands of regulating emotions in the workplace.

Surface acting

Pretending to be positive while angry.

Deep acting

Convincing self that displayed emotion is authentic.

Employee assistance program

Counseling for worker problems, drug and alcohol use.

Person-enviro fit

Match between abilities, needs, values and org's demands, values, rewards.

Burnout

Syndrome from prolonged work stress leading to withdrawal from org.

Negative attitudes

Behaviors such as harassment and frustration.

CWB

Counterproductive work behavior involving withdrawal, withholding effort/info, and interpersonal issues.

Job characteristic model

Five core job dimensions comprising skill variety, task identity, task significance, autonomy, and feedback.

Self efficacy model

Motivation and performance influenced by how effective an individual believes they can be at accomplishing a task.

Equity theory

Employee compares ratio of outcomes: inputs for self vs coworkers.

Distributive justice

Fairness of reward distribution.

Procedural justice

Focus on procedure and process rather than the rewards.

Goal setting theory

Specific and challenging goals, paired with feedback, significantly boost employee motivation and performance.

Job Satisfaction personal factors

Includes neg affect, locust of control, age, and genetic predisposition.

JS environment factors

Elements such as pay, justice, skill, identity, significance, autonomy, and feedback.

JS person-job fit factors

Job characteristics, value of requirements, and moderators.

Growth need strength

Increased need for growth that needs positive view on challenges, autonomy, and skill variety.

Moderator

Condition or factor that alters impact of a positive work attitude on actual employee behavior.

Mediator

Variable that explains how or why a pos work attitude leads to Serbian workplace behavior.

Porter-Lawler Model

Relationship between job sat and performance is mediated by work-related rewards.

Hypothesis spillover

Positive feeling/attitudes/habits from one domain spill over to increased functioning in another.

Conceptualizing global JS

Job satisfaction viewed as an overall construct.

Conceptualizing facets JS

Job satisfaction made up of individual elements.

Direction

What behaviors do you choose?

Intensity

How much effort is extended on the task?

Persistence

How long do you engage in their behavior?

Taylor

Associated with scientific management via financial incentive and task efficiency.

Mayo

Associated with Human Relations movement via social dynamics and worker morale.

Need hierarchy theory

Maslow's theory inclusive of basic, safety, love, and self-actualization needs.

Two-factor theory

Herzberg's theory of motivation by presence and hygiene by absence.

McClellan

Researcher associated with the need for achievement, power and affiliation.

Reinforcement theory

States employee behavior and motivation are functions of their environmental consequences.

Law of effect

Thorndike's theory on the probability of repeat behavior via rewards or punishment.

Pay for performance

Extrinsic motivation tool linking compensation for individual/org results.

Fixed-interval schedule

Reinforcement following passage of specific amount of time.

Variable-interval schedule

Reinforcement following specific time with exact time varying.

Fixed-ratio schedule

Reinforcement contingent on performance of fixed number of behaviors.

Variable-ratio schedule

Reinforcement that depends on performance on specific but varying number of behaviors.

Expectancy theory

Cognitive theory stating workers weigh expected costs and benefits of courses before motivation to take action.

Valence

Desirability of an outcome to an individual.

Instrumentality

Perceived relation between a behavior and likelihood of specific outcome.

Expectancy

Perceived relationship between effort made and outcome.

Extrinsic motivation

Tangible or social motivation based on external judgement of accomplishment.

Intrinsic motivation

Focus on mastery of skills, knowledge, and achievement where one is personally interested and challenged.