11. WORKPLACE ATTITUDES AND PERFORMANCE Flashcards
what are the three elements of performance?
performance
effectiveness
productivity
performance
task-related behaviour
effectiveness
evaluation of performance relative to expected performance standards
productivity
effectiveness relative to cose
time, money, burnout
what are three elements of workplace attitude>
cognitive information
affective information
behavioural information
what is cognitive information
what we know
fact and beliefs
what is affective information
how we feel
emotions
behavioural information
how we act
e.g. past actions
what are types of work attitudes
job satisfaction
job involvement
organisational commitment
perceived organisational support
what is job satisfaction
positive and/or negative feelings individuals hold towards their job
a pleasurable or positive state resulting from the appraisals of one’s job or job experienes
what is job involvement
positively identifying with the job, actively participating in it, and considering performance important to self-worth
what is organisational commitment
identifying with an organisational and its goals, and wishing to maintain membership in that organisation
what is perceived organisational support?
evaluation of how much a company values employee contributions and cares for their well-being
why do we need job satisfaction
profits
what are the two measures of job satisfaction?
global job satisfaction
job facet satisfiaction
what is an example of global job satisfaction
how satisfied are you with your job?
1=highly dissatisfied
5=highly satisfied
what is an example for job facet satisfaction
e.g. pay, supervision, co-workers, with itself
what are methods for measuring job facet satisfaction>
Minnesota satisfaction questionnaire (MSQ)
Job descriptive index (JDI)
how many factors does MSQ measure?
20
how many measures does JDI measure?
5 satisfaction facets
what are the 20 factors that MSQ measures?
o Ability Utilization o Achievement o Activity o Advancement o Authority o Company Policies o Compensation o Co-workers o Creativity o Independence o Moral Values o Recognition o Responsibility o Security o Social Service o Social Status o Supervision-Human Relations o Supervision-Technical o Variety o Working Conditions
what are the 5 satisfaction facets that JDI measures?
supervision co-workers pay promotional opportunities the work itsself
what are moderators?
factors that influence the strength of relationships between other variables
e.g. influencing how strongly satisfaction and performance are related
what are the two things that moderators of the satisfaction/performance relationship include?
personal control
job complexity
personal control
relationship stronger where people have more control over their work
job complexity
relationship stronger where jobs are varied and give employees discretion on how they achieve tasks
what are the 4 responses to dissatisfaction?
voice, exit, loyalty, neglect
what is the ‘voice’ in responses to dissatisfaction
individual and collective action to improve work conditions
what is the ‘exit’ response to dissatisfaction?
action to pursue leaving (as individuals or as collective)
what is the neglect response to dissatisfaction?
psychological withdraw, reduced effort absenteeism
what is in the attitude that is between exit and neglect
destructive
what is the attitude between voice and exit
active
what is the attitude between voice and loyalty
constructuve
what is the loyalty response to dissatisfaction
defend organisation and wait in hope conditions improve
what is the attitude between loyalty and neglect?
passive
satisfaction and absenteeism
satisfied employees have fewer afordable absences
satisfaction and turnover
satisfied employees are less likely to qit
satisfaction and organisational citizenship behaviour
involves OCB which is
discretionary behaviour that is not part of formal job requirements, but contributes to workplace functioning
what does OCB stand for?
organisation citizenship behaviour
what are satisfied employees more likely to engage in?
OCB (moderate correlation)
when will satisfied employees be more willing to engage in OCBs?
when they feel fairly treated by their organisation
they trust their organisation
what are causes of job satisfaction?
pay
job characteristics
what is the overall relationship between pay and job satisfaction that Judge et al, 2010 proposed?
the relationship is weak (correlation =.15) but there is still an influence
when is the relationship between pay and job satisfaction stronger?
at lower pay levels
when will there be no identifiable relationship between pay and job satisfaction?
when people reach a level of confortable living (e.g. US citizens earning over USD40 000)
what are the core job characteristics?
skill variety, task identity, task significance
autonomy
job feedback
what does skill variety, task identity, task significance involve?
a variety of activities that use different skills/talents
what does skill variety, task identity, task significance require
completion of a whole or identifiable piece of work
what does skill variety, task identity, task significance have a substantial impact on?
has a substantial impact on the lives or work of others
what does autonomy allow?
freedom, independent and discretion in how work is scheduled and performed
what is job feedback?
progress and performance is easily seen in task activity
what do overall core job characteristics lead to?
critical psychological states –> outcomes
what is the psychological state that results from skill variety, task identity, task significance?
meaningfulness
what is the psychological state that results from autonomy
responsibility
what is the psychological state that comes from feedback from job?
knowledge of results
what is the outcome of all the critical psychological states?
work motivation
growth satisfaction
general satisfaction
work effectiveness
what does skill variety, task identity, task significance PLUS autonomy PLUS job feedback equal to?
motivating potential score
what is the individual difference between core job characteristics and outcomes?
knowledge / skills; grown-need strength; context satisfaction
what characteristics do people with high job involvement have?
they identify with their job (“love their work”)
care deeply about what work they do
what are the antecedents of job involvement?
personality
job characteristics
supervisor behaviour?
what are the personality traits involved in antecedents of job involvement?
internally motivated
strong work ethic
high self-esteem
what are the job characteristics involved in the antecedents of job involvement??
that the job is challenging, requires a variety of skills and involves significant tasks
what behaviours of the supervisor that is involved in the antecedents of job involvement??
participative (asks for input)
considerate (cares)
what is the consequences of antecedents?
job involvement
what is the consequence of job involvement?
higher:
performance (effectiveness)
organisational commitment
lower:
turnover intentions
absenteeism
what are the elements of organisational commitment
affective
continuance
normative
what is affective with regard to organisational commitment?
emotional attachment
“want to stay”
what is continuance with regard to organisational commitment?
perceptions of difficulty of leaving
“need to stay”
what is normative with regard to organisational commitment?
feelings of obligation
“ought to stay”
what are the measures of organisational commitment?
Organisational commitment questionairre (OCQ)
what is the sale of the organisational commitment questionaire?
1 (strongly disagree) to 5 (strongly aggree)
what would be an example of affective organisational commitment?
“I would be very happy to spend the rest of my career in this organisation” (affective)
what would be an example of continuance organisational commitment?
“It would be very hard for me to leave this organisation right now, even if I wanted to” (continuance)
what would be an example of normative organisational commitment?
“This organization deserves my loyalty” (normative)
what are the positive antecedents of organisational commitment?
organisational support
perceived fairness
what are the negative antecedents of organisational commitment?
transferrable skills
tole conflict
external locus of control
what are the higher consequences of organisational commitment?
performance (effectiveness)
organizational commitment
organisational citizenship
what are the lower consequences of organisational commitment?
turnover neglect absenteeism stress work-family conflict
what is an issue of organisational commitment?
job embeddedness
what is job embeddeddness?
this range and strength of commitment people feel across different areas of their work
what is POS?
percieved organisational support
what do people with high POS believe?
they believe that their organisation values and cares for them
what are the antecedents of POS?
fair processes
supportive supervisor
decent pay
good promotion prospects
what are the higher consequences of POS?
performance (effectiveness)
organisational commitment
organisational citizenship
what are the lower consequences of POS?
turnover intentions
absenteeism
