org psyc: chapater 10 - employee satisfaction and commitment

what are the three facets of employee satisfaction

affective commitment

continuous commitment

normative commitment

affective commitment

extent to which employee wants to remain at org, cares and willing to exert effort for it

continuous commitment

employee believes they must remain at org due to time, expense and effort that they have already put into or headache finding new job

normative commitment 

employee feels obligated to stay 

antecedents

influences level of job satisfaction and commitment is our personal predisposition to be satisfied

individual difference theory

one person being satisfied at org and one not

who sould you only really hire 

people who show high levels of overall life and job satisfaction 

what are core self evaluations

certain personalities associated with satisfaction or dissatisfaction job

what were the 4 personality variables locke stated

emotional stability, self esteem, self efficacy, and interest to locus of control

What are the 4 things people need to feel to be satisfied in life and job

Self-esteem, feeling competent, emotionally stable and believe to have control of life

is collectivist culture or individualistic culture more job satisfied

collectivist

what is a psych contract 

the org breaking their promise

wanus and poland concluded that when employee needs not met it results in…

job satisfaction lowering, lower org commitment, and increase ideas of leaving.

the 5 aspects of fit

value, interests, personality, lifestyle, and skills

what should also be included in ‘fit’

needs/supplies (rewards, salaries and benefits)

3 signs to pay attention to for a job/person mismatch 

does not seem excited when first hired 

asks for tasks to be given to other people 

appears bored or unchallenged 

what does satisfaction with supervisor and coworkers bring? 

increase in productivity, decrease intent to leave and increase willing to help

social information process theory / social learning theory 

states employees model their levels of satisfaction and motivation for other employess

does social environment influence attitudes and behaviour 

yes

what is the problem with justice and equity theories

difficult to implement

org cant control all variable

org justice; distribution justice

perceive fairness of actual decisions made in the org (was promotion justified for employee)

org justice; procedural justice

perceived fairness of methods used to arrive at decision (employee never got to explain before fired) 

org justice; interactional justice

perceived fairness of interpersonal treatment employees get (super ignores some employees) 

org justice; informal justice 

extent to which super and coworker are open  and transparent sharing info

org justice; interpersonal justice

extent of which super and coworker adequately treat employees 

what is perceived justice related to

job satisfaction, org commitment, performance, trust, withdrawal and negative employee reactions

easiest way org can satisfy employee self-actualization need is with?

Job rotation: given same number tasks to do at time but tasks change time to time

job enlargement 

system which employees are given more tasks to perform at the same time 

job enrichment

system which employes given more responsibility over tasks and decisions related to their job 

what two ways can jobs be enlarged?

knowledge, emp can make complex decisions

task, given more tasks of same difficulty level

what 2 obligations do job enlargement and rotation do

challenge the employee by doing multiple diff tasks and handle diff machines

helps decrease boredum

what is the main difference between job enlargement and job tasks 

JR employees perform diff taska and JE  employees assume more responsibility over task

why are enrich jobs more satisfying 

allow variety of skill used, allow emp to complete full taks, tasks with meaning and importance, and employees can provide feedback about performance

job diagnostic survey

measure of extent job provides opportunities for growth, autonomy nand meaning 

self-directed teams (qaulity circles)

employee groups that meet to propose changes that will improve productivity and quality of work life 

what do quality circles improve

job satisfaction and commitment in private sector

what are the two ways to measure job satisfaction and commitment 

standard job inventories 

custom designed satisfactions inventories 

commonly used standard inventories; Face scales

measure job sat in which rater place mark under facial expressions that most similar way they feel about their jobs 

commonly used standard inventories: Job descriptive index 

measure job index that yields score on 5 dimensions. Supervision, pay, promotion opportunities, coworkers and work itself  

commonly used standard inventories: Minnesota satisfaction questionnaire 

yields score on 20 dimensions 

commonly used standard inventories:  job in general scale 

measure overall level of job satisfaction 

commonly used standard inventories: nagy job satisfaction scale 

2 questions per facet, how important facet is to employee and how satisfied employee is with facet 

commonly used standard inventories: allen mayer survey

24 items, 8 each for 3 facets of affectivity, continuous and normative commitment 58

commonly used standard inventories: org commitment questionnaire 

taps 3 org commitment dimensions 

commonly used standard inventories: org commitment scale 

9 item survey that taps 3 org commitment 

custom designed inventory advantage

org can ask questions specific to org and job task

4 ways to reduce turn over

find out why employee leaving

offer more pay

don’t hire employee if needs don’t match the org

deal with conflict when it occurs

Embeddedness

links employees have to their jobs and community. importance of these links is the ease which they can be broken and replaced at another job. 

can personality take part in counter productive behaviour 

yes