Organizational Behavior: Job Satisfaction, Attitudes, and Motivation

attitude

opinions, beliefs and feelings about aspects of our environment

job satisfaction

feelings people have towards their job

organizational commitment

emotional attachment people have towards the company they work for

job engagement

investments of ones mental, emotional, and physical energies into work

1. Personality

positive effective disposition-

positive core self evaluation-

- tendency to experience positive moods more often than negative. more satisfied with job.

-more positive job attitude

2. person environment fit

person organization fit vs person job fit

organization fit - personality values and goals match the organization

Job fit - skills and abilities match the job demand

3. Job characteristics

use variety of skills

having empowerment at work

receive feedback on job

4. Psychological contract

what is this?

psychological contract breach

unwritten understanding between the employees and the company

occurs when an employee does not get what they expected

5. organizational justice

strong influence on job satisfaction is how fairly we are treated

fairness of companies policies and procedures

treatment from supervisors or pay

6. relationships at work

degree of compassion

lvl of social acceptance in the workplace

feeling respected

7. stress

makes ppl feel

role ambiguity

role conflict

organizational politics

job securities

how to assess work attitude

attitude surveys -

exit interviews -

sentiment analysis -

- gives employees a chance to voice their concerns

- meeting with departing employees can identify improvement

-entertains the automatic identification and coding of positive and negative sentiments in a text.

job performance

degree to which a employee successfully fulfills the factors indicated in the job description

measures quality and quantity

Organizational citizen behavior OCB

voluntary behavior employee perform to help others and benefit the organization

counterproductive behavior at work

abusing others

productive deviance

theft

sabotage

w/drawal behaviors

NEGATIVE BEHAVIORS

Absenteeism -

Presenteeism-

absent from work that unscheduled

showing up even if you have a reason not to like being sick

Job Embedness

can reduce employee turnover when they have a strong link to the organization and leaving would entain sacrifice

performance =

performance = motivation times ability times environment

motivation -

desire to achieve a goal or a certain lvl leading to goal directed behavior

ability -

having the skills and knowledge required to perform the job

environment -

factors include the resources information and support one needs to perform well

intrinsic motivation vs extrinsic motivation

pursuing an activity that enjoyable and absent of reward

in - internal - inner happiness

performing an activity based on the outcome like reward or status or approval from others ex. external

maslows hierarchy of needs

self actualization

self esteem

love and belonging

safety and security

physiological needs

self actualization - morality, creativity, spontaneity

self esteem - confidence achievement respect of others

love and belonging - friendship, family, intimacy

safety and security - security of body, employment, resources, morality

physiological needs - breathing, food, sex, sleep

ERG theory

maslows basic needs are grouped into three categories

- existence

- relatedness

- growth

maslows basic needs are grouped into three categories

- existence

- relatedness

- growth

frustrated regression?

existence- corresponds to physiological and safety needs

relatedness - corresponds to social needs

growth - refers to esteem and self actualization

frustrated regression - hypothesis suggest individuals that are frustrated trying to satisfy one need may regress to another

Hygiene factors

Motivators

hygiene - part of the context in which the job is performed

- company policy, supervision relationship, working conditions, salary, security

Motivators - are intrinsic to the job

herzberg believes motivators ( not hygiene factros are what actually motivates employees

- achievement ,recognition, interesting work, increased responsibility, advancement and growth

acquired need theory

need for achievement

need for affiliation

need for power

achievement - want to be successful

affiliation - want to be liked by others

power- want to influence others and control their environment

Thematic Appreciation Test (TAT)

assess the dominate need - projects own feelings and drive to find someones needs - shows ambiguous pictures

equity theory

fairness -

referent

when the input to output ration is similar to the input to outcome ratio of a compared person

referent - may be another person or a category of people

person (outcome and input) = Referent other (outcome and input)

equity theory

Input

Output

Input - contributions people feel they are making to the environment

output - perceived reward

Reactions to unfairness

distorted perception

increase referent input

increase own outcome

change referent

leave the situation

seek legal actions

reduce own output