Ch.5: Job Satisfaction Flashcards
activation
the degree to which moods are aroused and active, as opposed to unaroused and inactive
affective events theory
a theory that describes how workplace events can generate emotional reactions that impact work behaviours
autonomy
the degree to which a job provides freedom, independence, and discretion to perform the work
co-worker satisfaction
employees’ feelings about their co-workers, including their abilities and personalities
emotional contagion
the idea that emotions can be transferred from one person to another
emotional labour
the management of their emotions that employees must do to complete their job duties successfully
feedback
in job characteristics theory, the degree to which the job itself provides information about how well the job holder is doing; in goal setting theory, it refers to progress updates on work goals
flow
a state in which employees feel a total immersion in the task at hand, sometimes losing track of how much time has passed
growth need strength
the degree to which employees desire to develop themselves further
identity
the degree to which the job offers completion of a whole, identifiable piece of work
job characteristics theory
a theory that argues that five core characteristics (variety, identity, significance, autonomy, and feedback) combine to result in high levels of satisfaction with the work itself
job crafting
when employees shape, mould, and redefine their job in a proactive way
job descriptive index (JDI)
a facet measure of job satisfaction that assesses an individual’s satisfaction with pay, promotion opportunities, supervision, co-workers, and the work itself
job enrichment
when job duties and responsibilities are expanded to provide increased levels of core job characteristics
job satisfaction
a pleasurable emotional state resulting from the appraisal of one’s job or job experiences; represents how a person feels and thinks about their job
knowledge and skill
the degree to which employees have the aptitude and competence needed to succeed on their job
knowledge of results
a psychological state indicating the extent to which employees are aware of how well or how poorly they are doing
life satisfaction
the degree to which employees feel a sense of happiness with their lives in general
meaningfulness of work
a psychological state indicating the degree to which work tasks are viewed as something that counts in the employee’s system of philosophies and beliefs
pay satisfaction
employees’ feelings about the compensation for their jobs
promotion satisfaction
employee’s feelings about how the company handles promotions
responsibility for outcomes
a psychological state indicating the degree to which employees feel they are key drivers of the quality of work output
significance
the degree to which a job really matters and impacts society as a whole
supervision satisfaction
employees’ feelings about their boss, including their competency, communication, and personality
value-percept theory
a theory that argues that job satisfaction depends on whether the employee perceives that their job supplies those things that they value
values
things that people consciously or subconsciously want to seek or attain
variety
the degree to which a job requires different activities and skills
5.1 - what is job satisfaction?
job satisfaction is a pleasurable emotional state resulting from the appraisal of one’s job or job experiences. it represents how you feel about your job and what you think about your job.
5.2 - what are values, and how do they affect job satisfaction?
values are things that people consciously or subconsciously want to seek or attain. according to value-percept theory, job satisfaction depends on whether you perceive that your job supplies those things that you value.
5.3 - what specific facets do employees consider when evaluating their job satisfaction?
employees consider a number of specific facets when evaluating their job satisfaction. these facets include pay satisfaction, promotion satisfaction, supervision satisfaction, co-worker satisfaction, and satisfaction with the work itself.
5.4 - which job characteristics can create a sense of satisfaction with the work itself?
job characteristics theory suggests that five “core characteristics” - variety, identity, significance, autonomy, and feedback - combine to result in particularly high levels of satisfaction with the work itself.
5.5 - how is job satisfaction affected by day-to-day events?
apart from influence of supervision, co-workers, pay, and the work itself, job satisfaction levels fluctuate during the course of the day. rises and falls in job satisfaction are triggered by positive and negative events that are experienced. those events trigger changes in emotion that eventually give way to changes in mood.
5.6 - what are moods and emotions, and what specific forms do they take?
- moods are states of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly direct at anything. intense positive moods include being enthusiastic, excited, and elated. intense negative moods include being hostile, nervous, and annoyed.
- emotions are states of feeling that are often intense, last only for a few minutes, and are clearly directed at someone or some circumstance.
- positive emotions include joy, pride, relief, hope, love, compassion.
- negative emotions include anger, anxiety, fear, guilt, shame, sadness, envy, and disgust.
5.7 - how does job satisfaction affect job performance and organizational commitment? how does it affect life satisfaction?
job satisfaction has a moderately positive relationship with job performance and a strong positive relationship with organizational commitment. it also has a strong positive relationship with life satisfaction.
5.8 - what steps can organizations take to assess and manage job satisfaction?
