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PYB202 > 11. WORKPLACE ATTITUDES AND PERFORMANCE > Flashcards

11. WORKPLACE ATTITUDES AND PERFORMANCE Flashcards

1
Q

what are the three elements of performance?

A

performance
effectiveness
productivity

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2
Q

performance

A

task-related behaviour

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3
Q

effectiveness

A

evaluation of performance relative to expected performance standards

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4
Q

productivity

A

effectiveness relative to cose

time, money, burnout

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5
Q

what are three elements of workplace attitude>

A

cognitive information
affective information
behavioural information

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6
Q

what is cognitive information

A

what we know

fact and beliefs

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7
Q

what is affective information

A

how we feel

emotions

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8
Q

behavioural information

A

how we act

e.g. past actions

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9
Q

what are types of work attitudes

A

job satisfaction
job involvement
organisational commitment
perceived organisational support

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10
Q

what is job satisfaction

A

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

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11
Q

what is job involvement

A

positively identifying with the job, actively participating in it, and considering performance important to self-worth

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12
Q

what is organisational commitment

A

identifying with an organisational and its goals, and wishing to maintain membership in that organisation

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13
Q

what is perceived organisational support?

A

evaluation of how much a company values employee contributions and cares for their well-being

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14
Q

why do we need job satisfaction

A

profits

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15
Q

what are the two measures of job satisfaction?

A

global job satisfaction

job facet satisfiaction

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16
Q

what is an example of global job satisfaction

A

how satisfied are you with your job?
1=highly dissatisfied
5=highly satisfied

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17
Q

what is an example for job facet satisfaction

A

e.g. pay, supervision, co-workers, with itself

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18
Q

what are methods for measuring job facet satisfaction>

A

Minnesota satisfaction questionnaire (MSQ)

Job descriptive index (JDI)

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19
Q

how many factors does MSQ measure?

A

20

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20
Q

how many measures does JDI measure?

A

5 satisfaction facets

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21
Q

what are the 20 factors that MSQ measures?

A 
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
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22
Q

what are the 5 satisfaction facets that JDI measures?

A 
supervision
co-workers
pay
promotional opportunities
the work itsself
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23
Q

what are moderators?

A

factors that influence the strength of relationships between other variables
e.g. influencing how strongly satisfaction and performance are related

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24
Q

what are the two things that moderators of the satisfaction/performance relationship include?

A

personal control

job complexity

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25
Q

personal control

A

relationship stronger where people have more control over their work

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26
Q

job complexity

A

relationship stronger where jobs are varied and give employees discretion on how they achieve tasks

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27
Q

what are the 4 responses to dissatisfaction?

A

voice, exit, loyalty, neglect

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28
Q

what is the ‘voice’ in responses to dissatisfaction

A

individual and collective action to improve work conditions

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29
Q

what is the ‘exit’ response to dissatisfaction?

A

action to pursue leaving (as individuals or as collective)

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30
Q

what is the neglect response to dissatisfaction?

A

psychological withdraw, reduced effort absenteeism

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31
Q

what is in the attitude that is between exit and neglect

A

destructive

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32
Q

what is the attitude between voice and exit

A

active

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33
Q

what is the attitude between voice and loyalty

A

constructuve

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34
Q

what is the loyalty response to dissatisfaction

A

defend organisation and wait in hope conditions improve

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35
Q

what is the attitude between loyalty and neglect?

A

passive

36
Q

satisfaction and absenteeism

A

satisfied employees have fewer afordable absences

37
Q

satisfaction and turnover

A

satisfied employees are less likely to qit

38
Q

satisfaction and organisational citizenship behaviour

A

involves OCB which is

discretionary behaviour that is not part of formal job requirements, but contributes to workplace functioning

39
Q

what does OCB stand for?

A

organisation citizenship behaviour

40
Q

what are satisfied employees more likely to engage in?

A

OCB (moderate correlation)

41
Q

when will satisfied employees be more willing to engage in OCBs?

A

when they feel fairly treated by their organisation

they trust their organisation

42
Q

what are causes of job satisfaction?

A

pay

job characteristics

43
Q

what is the overall relationship between pay and job satisfaction that Judge et al, 2010 proposed?

A

the relationship is weak (correlation =.15) but there is still an influence

44
Q

when is the relationship between pay and job satisfaction stronger?

A

at lower pay levels

45
Q

when will there be no identifiable relationship between pay and job satisfaction?

A

when people reach a level of confortable living (e.g. US citizens earning over USD40 000)

46
Q

what are the core job characteristics?

A

skill variety, task identity, task significance
autonomy
job feedback

47
Q

what does skill variety, task identity, task significance involve?

A

a variety of activities that use different skills/talents

48
Q

what does skill variety, task identity, task significance require

A

completion of a whole or identifiable piece of work

49
Q

what does skill variety, task identity, task significance have a substantial impact on?

A

has a substantial impact on the lives or work of others

50
Q

what does autonomy allow?

A

freedom, independent and discretion in how work is scheduled and performed

51
Q

what is job feedback?

A

progress and performance is easily seen in task activity

52
Q

what do overall core job characteristics lead to?

A

critical psychological states –> outcomes

53
Q

what is the psychological state that results from skill variety, task identity, task significance?

A

meaningfulness

54
Q

what is the psychological state that results from autonomy

A

responsibility

55
Q

what is the psychological state that comes from feedback from job?

A

knowledge of results

56
Q

what is the outcome of all the critical psychological states?

A

work motivation
growth satisfaction
general satisfaction
work effectiveness

57
Q

what does skill variety, task identity, task significance PLUS autonomy PLUS job feedback equal to?

A

motivating potential score

58
Q

what is the individual difference between core job characteristics and outcomes?

A

knowledge / skills; grown-need strength; context satisfaction

59
Q

what characteristics do people with high job involvement have?

A

they identify with their job (“love their work”)

care deeply about what work they do

60
Q

what are the antecedents of job involvement?

A

personality
job characteristics
supervisor behaviour?

61
Q

what are the personality traits involved in antecedents of job involvement?

A

internally motivated
strong work ethic
high self-esteem

62
Q

what are the job characteristics involved in the antecedents of job involvement??

A

that the job is challenging, requires a variety of skills and involves significant tasks

63
Q

what behaviours of the supervisor that is involved in the antecedents of job involvement??

A

participative (asks for input)

considerate (cares)

64
Q

what is the consequences of antecedents?

A

job involvement

65
Q

what is the consequence of job involvement?

A

higher:
performance (effectiveness)
organisational commitment

lower:
turnover intentions
absenteeism

66
Q

what are the elements of organisational commitment

A

affective
continuance
normative

67
Q

what is affective with regard to organisational commitment?

A

emotional attachment

“want to stay”

68
Q

what is continuance with regard to organisational commitment?

A

perceptions of difficulty of leaving

“need to stay”

69
Q

what is normative with regard to organisational commitment?

A

feelings of obligation

“ought to stay”

70
Q

what are the measures of organisational commitment?

A

Organisational commitment questionairre (OCQ)

71
Q

what is the sale of the organisational commitment questionaire?

A

1 (strongly disagree) to 5 (strongly aggree)

72
Q

what would be an example of affective organisational commitment?

A

“I would be very happy to spend the rest of my career in this organisation” (affective)

73
Q

what would be an example of continuance organisational commitment?

A

“It would be very hard for me to leave this organisation right now, even if I wanted to” (continuance)

74
Q

what would be an example of normative organisational commitment?

A

“This organization deserves my loyalty” (normative)

75
Q

what are the positive antecedents of organisational commitment?

A

organisational support

perceived fairness

76
Q

what are the negative antecedents of organisational commitment?

A

transferrable skills
tole conflict
external locus of control

77
Q

what are the higher consequences of organisational commitment?

A

performance (effectiveness)
organizational commitment
organisational citizenship

78
Q

what are the lower consequences of organisational commitment?

A 
turnover
neglect
absenteeism
stress
work-family conflict
79
Q

what is an issue of organisational commitment?

A

job embeddedness

80
Q

what is job embeddeddness?

A

this range and strength of commitment people feel across different areas of their work

81
Q

what is POS?

A

percieved organisational support

82
Q

what do people with high POS believe?

A

they believe that their organisation values and cares for them

83
Q

what are the antecedents of POS?

A

fair processes
supportive supervisor
decent pay
good promotion prospects

84
Q

what are the higher consequences of POS?

A

performance (effectiveness)
organisational commitment
organisational citizenship

85
Q

what are the lower consequences of POS?

A

turnover intentions

absenteeism

PYB202 (6 decks)

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