5 - Job Satisfaction

Key Questions: Why are some employees more satisfied than others?
- Value Percept Theory
- Job Characteristics Model
- Mood & Emotions
OUTCOMES
- Individual Outcomes
- Group Mechanisms
- Organizational Mechanisms
Mechanisms:
- Organizational Culture
- Organizational Structure
- Team Processes & Communication
- Motivation
- Trust, Justice, & Ethics
- Characteristics & Diversity
- Learning & Decision Making
Job Related Terms: Job Satisfaction, Leadership, Styles & Behaviors, Organizational Commitment, Job Performance

Definition: A pleasurable emotional state resulting from the appraisal of one’s job experiences.
Components:
- Based on cognition (calculated opinions) and affect (emotional reactions).
- Affect influences cognition and vice versa.

Key Idea: Does your job supply what you value?
Considerations:
- What do you want from your job? (E.g., wage, achievement, colleague relationships)
- Common Work Values (Table 4-1):
  - Pay: High/secure salary
  - Promotions: Frequency and ability-based
  - Supervision: Relationships with supervisors
  - Coworkers: Enjoyable and responsible coworkers
  - Work Itself: Use of ability, independence, intellectual stimulation, creative expression, sense of achievement
  - Altruism: Helping others and moral causes
  - Status: Prestige and fame
  - Environment: Comfort and safety
Key Question: Which values are most important to you?
Dissatisfaction Formula: Dissatisfaction = (Vwant - Vhave) X (Vimportance)

Importance: Understanding which values drive satisfaction has crucial implications.
Satisfaction Facets:
- Pay, Promotion, Supervision, Coworker Satisfaction, Work Itself Satisfaction
Formula for Satisfaction: Satisfaction = (Attribute Want - Attribute Have) × Importance

Core Idea: Jobs are more intrinsically satisfying when tasks are challenging and fulfilling.
Core Job Characteristics: Help determine job rewards.

Core Characteristics:
- Variety: range of tasks.
- Identity: completion of a whole piece of work.
- Significance: impact of the job on others.
- Autonomy: discretion over work tasks.
- Feedback: knowledge of results from performance.

Significance and Identity:
- High vs. Low examples: Nursing vs. sweeping floors.
Autonomy:
- High: Independent decision-making.
- Low: Adhering to specified procedures.

Satisfaction Potential Score (SPS): Score > 150 indicates job satisfaction.
Survey Questions: Focus on complexity, completion of work, impact on others, autonomy, and feedback opportunities.

Example Events: Positive and negative experiences affecting satisfaction hour by hour.

Definition: General, diffuse feeling state, not intense enough to interrupt thoughts.
Categories: Positive and Negative Mood.

Characteristics: Intense, short-lived feelings directed toward specific causes.

Impact of Workplace Events: Can trigger emotional reactions influencing attitudes like job satisfaction.

Key Components: Satisfaction with work, pay, supervision, coworker, and daily emotional fluctuations.

Effects:
- Moderate positive effect on job performance.
- Strong positive effect on organizational commitment.