Unit 6 - Attitudes, Emotions, & Work

Job satisfaction

Positive attitude or emotional state resulting from appraisal of one's job

Hawthorne effect

Change in behavior or attitudes that was the simple result of increased attention

Job satisfaction

Positive attitude or emotional state resulting from appraisal of one's job

Hawthorne effect

Change in behavior or attitudes that was the simple result of increased attention

Elton Mayo

He argued that factory work resulted in various negative emotions such as anger, fear, suspicion, lowered performance, and increased illness

Overall satisfaction

Results either from mathematically combining scores based on satisfaction or a single overall evaluative rating of the job

Facet satisfaction

Information related to specific elements of job satisfaction

Job Descriptive Index (JDI)

Assesses satisfaction with work itself, supervision, people, pay, & promotion; heavily researched but tends to be lengthy

Job Descriptive Index (JDI)

It is one of the most extensively researched and documented instruments used to measure job satisfaction

Job in General (JIG)

The JDI also includes a separate overall satisfaction measure called the _______ scale, which contains 18 items

Minnesota Satisfaction Questionnaire (MSQ)

Calculates 'extrinsic' & 'intrinsic' satisfaction scores

Minnesota Satisfaction Questionnaire (MSQ)

assesses more refined aspects of work (e.g., achievement, ability utilization) with only five items per area

Concept of Commitment

Psychological & emotional attachment an individual feels to a relationship, organization, goal, or occupation

Organizational commitment

Has 3 elements: (1) acceptance and belief in an organization's values, (2) a willingness to exert effort on behalf of the organization to help meet the goals of that organization, (3) a strong desire to remain in the organization

(1) acceptance and belief in an organization's values

(2) a willingness to exert effort on behalf of the organization to help meet the goals of that organization

(3) a strong desire to remain in the organization

Organizational commitment 3 elements

Affective commitment

Emotional attachment to an organization

Continuance commitment

Perceived cost of leaving the organization

Normative commitment

Obligation to remain in the organization

attachment

continuance

normative

Thus, some people stay with an organization because they want to (________), others because they need to (________), and others because they feel they ought to (_________).

"honeymoon" effect

After a relatively short period of employment with a single organization, the worker experiences a growing disaffection, eventually leading to a decision to quit

occupational commitment

Supporting research by Lee, Carswell, and Allen (2000) confirmed the importance of considering both organizational and ______________ when studying work-related behavior.

occupational commitment

Commitment to a particular occupational field; includes affective, continuance, and normative commitment.

Job embeddedness

Absenteeism & turnover can only be understood when considering multiple forms of commitment & multiple foundations for those commitments

Job embeddedness

The many and varied types of commitment that individuals feel toward coworkers, teams, organizations, and careers.

Hobo syndrome

A concept related to job embeddedness

Organizational identification (OID)

Process whereby individuals derive a feeling of pride and esteem from their association with an organization

organizational identification (OID)

The concept of __________________ has been proposed as a way of dealing with the much more basic and emotional aspects of organizational membership.

Organizational disidentification

Individuals may also take pains to distance themselves from the organization for which they work

Graphic Scale of Identification

A chart intended to assess your relationship with the organization you belong to, represented by 7 rectangles showing varying levels of identification.

Graphic Scale of Organizational Identification

The chart is intended to assess your relationship with the organization (or unit, company, branch, department, team) you belong to.

Ambivalent identification

Individuals identify with some attributes of the organization but reject other aspects.

Neutral identification

Individuals remain aggressively neutral, neither identifying nor disidentifying with the attributes of an organization (e.g., "I don't take sides, I just do my job").

Employee Engagement

A positive work-related state of mind that includes high levels of energy, enthusiasm, and identification with one's work.

Mood

A generalized feeling not identified with a particular stimulus and not sufficiently intense to interrupt ongoing thought processes.

Emotion

A feeling normally associated with specific events or occurrences that are intense enough to disrupt thought processes.

affect circumplex

Figure in which opposite emotions appear directly across from each other in the circle.

Process Emotions

Emotions that result from consideration of tasks one is currently doing.

Prospective Emotions

Emotions that result from consideration of tasks one anticipates doing.

Retrospective Emotions

Emotions that result from consideration of tasks one has already completed.

Negative Affectivity (NA)

Often referred to as neuroticism; individuals prone to experience a diverse array of negative mood states.

negative affectivity (NA)

Disposition wherein individuals are prone to experience a diverse array of negative mood states (e.g., anxiety, depression, hostility, and guilt).

Positive Affectivity (PA)

Often referred to as extraversion; individuals prone to describe themselves as cheerful, enthusiastic, confident, active, and energetic.

50 years later.

A study about Genetics & Job Satisfaction from 1986 indicated that disposition in adolescence predicted job satisfaction as long as ______

core self-evaluations

Assessments that individuals make of their circumstances; elements of core evaluations include selfesteem, self-efficacy, locus of control, and the absence of neuroticism.

Job Satisfaction

The level of contentment employees feel regarding their job roles, influenced by various factors including genetics.

Organizational Commitment

The psychological attachment an employee has to their organization, often overlapping with employee engagement.

Job Involvement

The degree to which an employee is engaged in their work and identifies with their job role.

Task Performance

The effectiveness with which an employee performs their job duties.

Contextual Performance

The behaviors that contribute to the organizational environment, such as teamwork and cooperation.

Identification

The extent to which an individual associates themselves with their work unit.

Affect Circumplex

A model that represents the relationship between different emotions and their intensities.

Emotional Disruption

The interruption of thought processes due to intense emotions.

Research on Genetics and Job Satisfaction

Indicates that more research is necessary to fully understand the links between genetics and job satisfaction.

Core Evaluations

Assessments individuals make of their circumstances, including self-esteem, self-efficacy, & LOC, which have effects on both job & life satisfaction.

Withdrawal Behaviors

Behaviors that indicate an attempt to withdraw from work, including work withdrawal and job withdrawal.

Work Withdrawal

Attempt to withdraw from work but maintain ties to organization & work role, including lateness & absenteeism.

Job Withdrawal

Willingness to sever ties to organization & work role, including intentions to quit or retire.

Progression Hypothesis

A theory related to the progression of withdrawal behaviors.

progression hypothesis

s A progression of withdrawal behaviors that start with tardiness, increase to absenteeism, and eventually result in a decision to quit or retire.

Job Loss

Reduces income & daily variety, suspends typical goal setting, leads to fewer decisions, and can change social relationships.

Telecommuting

Accomplishing work tasks from a distant location using electronic communications.

Telecommuting Benefits

For many telecommuters, strategic planning skills & self-reported productivity increase, leading to higher satisfaction.

Possible Negative Effects of Telecommuting

Worker alienation, loss of important sense of identity, less likelihood of promotion, and rapid disillusionment with lack of promotional opportunities.

Psychological Contract

Beliefs that people hold regarding the terms of an exchange agreement between them and an organization.

Effects of Broken Psychological Contracts

When psychological contracts are broken, lower work attitudes and job performance are likely.

Job Embeddedness

Individuals' attachment to their job that involves links to people and groups in the organization, perceptions of their fit with the job and organization, and what workers say they would sacrifice if they left their jobs.

Job Crafting

Self-initiated changes that individuals actively make to their jobs to increase interesting characteristics and decrease unpleasant job demands.

Work-Family Balance

Research investigating whether satisfaction one experiences at work is affected by satisfaction one experiences in non-work & vice versa.

Degree of Fit

Related to emotional reactions to work & subsequent work behaviors, important for multinational organizations to consider.