CHAPTER 10: EMPLOYEE SATISFACTION AND COMMITMENT

Question 1

three motivational facets to organizational commitment

Answer 1

Afffective Commitment, Continuance Commitment and Normative commitment

Question 2

The extent to which an employee wants to remain with an organization and cares about the organization.

Answer 2

Affective commitment

Question 3

The extent to which employees believe they must remain with an organization due to the time, expense, and effort they have already put into the organization.

Answer 3

Continuance commitment

Question 4

The extent to which employees feel an obligation to remain with an organization.

Answer 4

Normative commitment

Question 5

postulates that some variability in job satisfaction is due to an individual’s personal tendency across situations to enjoy what she does. Thus, certain types of people will generally be satisfied and motivated regardless of the type of job they hold

Answer 5

Individual difference theory

Question 6

What are the four personality variables that are related to people’s predisposition to be satisfied with their life and jobs

Answer 6

emotional stability,
self-esteem,
selfefficacy (perceived ability to master their environment), and
internal locus of control (perceived ability to control their environment).

Question 7

States that employees model their levels of satisfaction and motivation from other employees.

Answer 7

Social information processing theory, also called social learning theory

Question 8

A theory that postulates that if employees perceive they are being treated fairly, they will be more likely to be satisfied with their jobs and motivated to do well.

Answer 8

Organizational justice

Question 9

The perceived fairness of the decisions made in an organization.

Answer 9

Distributive justice

Question 10

The perceived fairness of the methods used by an organization to make decisions.

Answer 10

Procedural justice

Question 11

The perceived fairness of the interpersonal treatment that employees receive in an organization.

Answer 11

Interactional justice

Question 12

A system in which employees are given the opportunity to perform several different jobs in an organization.

Answer 12

Job rotation

Question 13

system in which employees are given more tasks to perform at the same time.

Answer 13

Job enlargement

Question 14

A system in which employees are given more responsibility over the tasks and decisions related to their job.

Answer 14

Job enrichment

Question 15

The theory proposed by Hackman and Oldham that suggests that certain characteristics of a job will make the job more or less satisfying, depending on the particular needs of the worker.

Answer 15

Job characteristics theory

Question 16

A measure of the extent to which a job provides opportunities for growth, autonomy, and meaning.

Answer 16

Job Diagnostic Survey (JDS)

Question 17

Employee groups that meet to propose changes that will improve productivity and the quality of work life.

Answer 17

Quality circles

Question 18

A measure of job satisfaction in which raters place a mark under a facial expression that is most similar to the way they feel about their jobs.

Answer 18

Faces Scale

Question 19

The most commonly used scale today and are developed by Smith, Kendall, and Hulin in 1969. consists of 72 job-related adjectives and statements that are rated by employees. The scales yield scores on five dimensions of job satisfaction: supervision, pay, promotional opportunities, coworkers, and the work itself.

Answer 19

Job Descriptive Index (JDI)

Question 20

developed by Weiss, Dawis, England, and Lofquist

A measure of job satisfaction that contains 100 items that yield scores on 20 scales

Answer 20

Minnesota Satisfaction Questionnaire (MSQ)

Question 21

A measure of the overall level of job satisfaction.

Answer 21

Job in General (JIG) Scale

Question 22

15-item questionnaire developed by Mowday, Steers, and Porter (1979) to measure three commitment factors: acceptance of the organization’svaluesand goals, willingness to work to help the organization, and a desire to remain with the organization.

Answer 22

Organizational Commitment Questionnaire (OCQ):

Question 23

nine-item survey developed by Balfour and Wechsler (1996) that measures three aspects of commitment: identification, exchange, and affiliation. Sample questions include, “I felt like a part of the family at this organization” and “What this organization stands for is important to me.”

Answer 23

Organizational Commitment Scale (OCS)

Question 24

A method of absenteeism control in which employees are paid for their unused sick leave.

Answer 24

Well pay

Question 25

A method of absenteeism control in which employees who meet an attendance standard are given a cash reward.

Answer 25

Financial bonus

Question 26

An absenteeism control method in which games such as poker and bingo are used to reward employee attendance.

Answer 26

Games

Question 27

An attendance policy in which all paid vacations, sick days, holidays, and so forth are combined.

Answer 27

Paid time off program (PTO)

Question 28

The extent to which an employee’s personality, values, attitudes, philosophy, and skills match those of the organization.

Answer 28

Person/organization fit

Question 29

The extent to which employees have links to their jobs and community, the importance of these links, and the ease with which they can be broken and replaced at another job.

Answer 29

Embeddedness

Question 30

Behaviors that are not part of an employee’s job but that make the organization a better place to work (e.g., helping others, staying late).

Answer 30

Organizational citizenship behaviors (OCBs)