Introduction to Organizational Behavior and Job Satisfaction

Organizational Behavior (OB)

Study of attitudes and behaviors in organizations.

Human Resource Management (HRM)

Application of OB theories to manage workforce.

Strategic Management

Corporate tactics influencing organizational profitability.

Firm Diversification

Variety of products/services affecting profitability.

Industrial Psychology

Research on job performance and individual traits.

Social Psychology

Study of emotions and team processes.

Sociology

Research on team characteristics and structure.

Anthropology

Study of organizational culture.

Economics

Focus on motivation and decision-making processes.

Job Satisfaction

Employee feelings about their job roles.

Stress

Psychological response to job demands.

Motivation

Forces driving work effort and engagement.

Trust, Justice, and Ethics

Perception of fairness and integrity in business.

Learning and Decision Making

Acquiring knowledge for accurate job judgments.

Personality

Individual traits influencing workplace behavior.

Cultural Values

Shared beliefs affecting employee actions.

Ability

Cognitive, emotional, and physical skills of employees.

Organizational Structure

Framework dictating unit communication and connection.

Organizational Culture

Shared values shaping organizational behavior.

Resource-Based View

Framework assessing resource value for firms.

Rule of 1/8th

Only 12% of firms invest in employee development.

Socially Complex Resources

Cultural and relational assets difficult to replicate.

Method of experience

Based on consistent observations and personal experience.

Method of intuition

Relies on self-evident truths or obvious conclusions.

Method of authority

Information from respected sources or agencies.

Method of science

Relies on replicated scientific studies and samples.

Theory

Collection of assertions about variable relationships.

Hypothesis

Prediction specifying relationships between variables.

Correlation

Statistical relationship between two variables.

Perfect negative correlation

Correlation value of -1 indicates strong inverse relationship.

Perfect positive correlation

Correlation value of 1 indicates strong direct relationship.

Causal inferences

Determining if one variable causes another.

Meta-analysis

Calculates weighted average of multiple correlations.

Evidence-based management

Management decisions based on scientific findings.

Analytics

Data-driven approach to guide decision making.

Job satisfaction

Emotional state from appraisal of job experiences.

Values

Conscious and subconscious desires individuals seek.

Value-percept theory

Job satisfaction based on perceived value fulfillment.

Dissatisfaction formula

Dissatisfaction = (Vwant - Vhave) x Vimportance.

Vwant

Value an employee desires from their job.

Vhave

Value supplied by the job to the employee.

Vimportance

Significance of the value to the employee.

Pay satisfaction

Employee feelings about fairness and adequacy of pay.

Promotion satisfaction

Feelings about fairness and frequency of promotions.

Supervision satisfaction

Feelings about boss's competence and communication.

Coworker Satisfaction

Contentment with colleagues' intelligence and helpfulness.

Satisfaction with Work Itself

Feelings about job tasks' challenge and interest.

Scientific Management

Focuses on efficiency through task simplification.

Critical Psychological States

Key factors influencing job satisfaction.

Meaningfulness of Work

Perception of work's significance to personal beliefs.

Responsibility for Outcomes

Feeling of being a key driver of results.

Knowledge of Results

Awareness of performance quality in job tasks.

Job Characteristics Theory

Framework identifying traits of satisfying jobs.

Variety

Diversity of skills and tasks in a job.

Identity

Completing a recognizable piece of work.

Significance

Impact of job on others and society.

Autonomy

Freedom and independence in job performance.

Feedback

Direct performance information from job activities.

Employee Philosophies

Personal beliefs aligning with workplace values.

Job Task Satisfaction

Contentment with the nature of job tasks.

Workplace Relationships

Interactions with coworkers affecting job satisfaction.

Organizational Profitability

Financial success linked to employee productivity.

Task Challenge

Degree of difficulty in job responsibilities.

Job Simplification

Reducing task complexity to enhance efficiency.

Psychological Impact

Emotional effects of job characteristics on employees.

Work-Life Balance

Time spent with coworkers versus family.

Knowledge and skill

Employee aptitude and competence for job success.

Growth need strength

Desire for personal development among employees.

Job characteristics theory

Framework to enhance employee satisfaction through job design.

Job enrichment

Expanding job duties for increased variety and autonomy.

Job crafting

Proactively reshaping jobs to enhance satisfaction.

Moods

Mild, prolonged emotional states not caused by specific events.

Affective events theory

Workplace events trigger emotional reactions influencing attitudes.

Emotions

Intense, short-lived feelings directed at specific causes.

Employee satisfaction

Fluctuating levels of contentment in the workplace.

Learning

Permanent changes in knowledge or skills from experience.

Decision making

Process of generating and choosing alternatives to solve problems.

Affective reactions

Emotional responses that influence work attitudes and behaviors.

Variety in jobs

Diverse tasks that can enhance employee satisfaction.

Autonomy in jobs

Employee control over their work and decision-making.

Job identity

Employee's sense of purpose and ownership in their work.

Employee competence

Ability to perform job tasks effectively.

Expertise

Knowledge and skills distinguishing experts from novices.

Experience

Key factor in differentiating learning levels.

Learning Behaviors

Observable actions indicating knowledge acquisition.

Permanent Behavior

Indicates successful learning by an employee.

Explicit Knowledge

Easily communicated information.

Tacit Knowledge

Knowledge gained through personal experience.

Reinforcement

Methods to encourage desirable employee behaviors.

Operant Conditioning

Learning through behavior-consequence associations.

Positive Reinforcement

Reward following desired behavior to encourage repetition.

Negative Reinforcement

Removal of unpleasant outcome to encourage desired behavior.

Punishment

Unpleasant consequence following an undesired behavior.

Extinction

Removal of consequence to reduce unwanted behavior.

Antecedent

Signals indicating expected behaviors or actions.

Contingencies of Reinforcement

Four consequences modifying employee behavior.

Continuous Cycle of Reinforcement

Repetition strengthens behavior through ongoing reinforcement.

Timing of Reinforcement

Critical factor influencing effectiveness of reinforcement.

Desired Outcomes

Results that reinforce specific employee behaviors.

Undesired Behaviors

Actions that organizations aim to reduce.