Chapter 10: Employee Satisfaction and Commitment Flashcards
three motivational facets of organizational commitment
Affective Commitment
Continuance Commitment
Normative Commitment
the extent to which an employee wants to remain with an organization and cares about the organization, and is willing to exert effort on its behalf
Affective Commitment
the extent to which an employee believes she must remain in the organization due to the time, effort, and expenses that she already put into it or the difficulty she would have in finding another job
Continuance Commitment
the extent to which an employee believes he must remain in the organization out of obligation
Normative Commitment
this theory postulates that some variability in job satisfaction is due to an individual’s personal tendency across situations to enjoy what she does
Individual Difference Theory
Internal locus of control
the extent to which people believe that they are responsible for and in control of their success and failure in life
a study by Ganzach suggests that bright people have __________ level of job satisfaction than do less intelligent employees in jobs that are not complex
slightly lower job satisfaction
Individual predisposition factors to job satisfaction
Genetic factors
Core self-evaluation
culture
Intelligence
factors of person-organization fit
vocation match job organization supervisor coworkers
this theory postulates that employees observe level of job satisfaction of other employees and then model those levels
Social Information Process Theory or Social Learning Theory
A theory that postulates that if employees believe that they are being treated fairly, they will be more likely to be satisfied with their jobs
Organizational Justice
The perceived fairness of the actual decision made by the organization
Distributive Justice
The perceived fairness of the methods used by the organization to make a decision
Procedural Justice
The perceived fairness of the interpersonal treatment receives from the organization
Interactional Justice
a system in which employees are given the opportunity to perform several different job
Job rotation
a system in which employees are given more tasks to perform at the same time
Job enlargement
a system in which employees are given more responsibilities over the tasks and make job-related decisions
job enrichment
difference between job enlargement and job enrichment
• Job enlargement
*quantitative,
*giving employees more to do but adding work at a comparable level of difficulty and responsibility.
• Job enrichment
* qualitative,
*adding value to an employee’s position through more training and resources aimed at personal and professional growth.
theorists who developed job characteristics theory
Greg R. Oldham & J. Richard Hackman
a measure of the extent to which a job provides opportunity for growth, autonomy, and meaning
Job Diagnostic Survey
methods to increase the level of job enrichment
- give workers more responsibility over their jobs
- showing employees that their jobs have meaning and that they are meeting some worthwhile goal through their work
- the use of self directed teams or quality circles
a participatory management technique that enlists the help of employees in solving problems related to their own jobs.
quality circles
employee groups that meet to propose changes that will improve productivity and the quality of work life
quality circles or self-directed teams
two ways of measuring job satisfaction
- standard job satisfaction inventories
2. custom-designed satisfaction inventories
a standard measure of job satisfaction in which raters place a mark under a facial expression that is most similar to the way that they feel about their jobs
Faces Scale
disadvantages of using Faces Scale
- lacks sufficient detail
- lacks construct validity
- so simple that it is demeaning
a measure of job satisfaction that yields score on five dimensions of job satisfaction: •pay •promotional opportunities •supervision •coworkers •work
Job Descriptive Index (JDI)
a measure of job satisfaction that contains 100 items that yields scores on 20 dimensions
Minnesota Satisfaction Questionnaire (MSQ)
a measure of overall level of job satisfaction
Job in General (JIG)
a 15-item questionnaire that measure three commitment factors:
• acceptance of the organizations goals and values
• willingness to work to help the organization
•a desire to remain with the organization
Organizational Commitment Questionnaire
Consequence of dissatisfaction and other negative work attitudes
- absenteeism
- turn over
- counterproductive behaviors
- lack of organizational citizenship behavior
organizational citizenship behavior
behaviors that are not part of an employee’s job but that make an organization a better place to work
two types of counterproductive behaviors:
- those aimed at individual (harassment, bullying, workplace violence, playing negative politics, gossip, and incivility)
- those aimed at organization (theft and sabotage)
person/organization fit
the extent to which an employee’s personality, values, attitudes, philosophy, and skills match those of an organization
the extent to which employees have a links to their jobs and community, the importance o these links, and the ease with which these links could be broken and reestablished elsewhere
embeddedness
if an employee has many friends at work or in the community, is actively involved in community organizations, and has a spouse who has an excellent job; it would be difficult to leave the organization, the employee is said to have ________
embeddedness
a method of absenteeism control in which employees are paid for their unused sick leave
well pay
a method of absenteeism control in which employees who meet an attendance standard are given cash reward
financial bonus
an absenteeism control in which games such as bingo and poker are used to reward employee attendance
games
an attendance policy in which all paid vacations, sick days, holidays, and so forth are combined
paid time off programs
PTO
Facets of employee satisfaction
- pay
- supervision
- coworkers
- work
- promotion opportunities
motivational facets of organization commitment
● Affective Commitment
● Continuance Commitment
● Normative Commitment
one of the motivational facets of organization commitment that refers to the extent to which an employee wants to remain with the organizations, cares about the organization, and is willing to exert effort on its behalf
Affective Commitment
one of the motivational facets of organization commitment that refers to 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
Continuance Commitment
one of the motivational facets of organization commitment that refers to the extent to which employees feel an obligation to remain with an organization
Normative Commitment
according to this theory, 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
individual difference theory
Factors that affect the personal predisposition of an employee to be satisfied with their jobs
● Genetic predisposition
● Core Self-evaluation
● Intelligence
● Culture
Four Personality variables that are related to people’s predisposition to be satisfied with their life and jobs
● emotional stability
● self esteem
● self efficacy
● internal locus of control
perceived ability to master their environment
self-efficacy
perceived ability to control their environment
ex: employees who believe that they have control over their lives, especially their work lives
internal locus of control
represents the mutual beliefs, perceptions and informal obligations between an employer and an employee.
psychological contracts
ways to ensure that employees’ job expectations are being met
●Conduct Realistic Job Previews (RJP) to ensure that applicants have realistic job expectations and
●ensure that any promises (including the psychological contract) made to the employees will be kept
Ways to determine whether an employee is a good fit with the job and the organization
determine (as accurate as possible) if the employees' values, interest, lifestyle, and skills match their: ● job (specific tasks) ● vocation ● coworkers ● supervisor ● organization ● work- schedule fit ● needs/supplies fit
a theory stating that employees model their levels of motivation and satisfaction from other employees
Social Information Processing Theory or Social Learning Theory
ways to improve the employees’ perception of being treated fairly
● ensure that tye employees’ perception of input level is based on factual information
● allow employees access to the salaries of other employees
● take extra effirts to explai the compensation systems to the employees
3 aspects of the Organization Justice
● Distributive Justice
● Procedural Justice
● Interactional Justice
Organizational Justice
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
one of the aspects of organizational justice that refers to the perceived fairness of the actual decisions made with the organization
Distributive Justice
one of the aspects of organizational justice that refers to the perceived fairness of the process or methods used by an organization to arrive at the decision
Procedural Justice
one of the aspects of organizational justice that refers to the perceived fairness of the interpersonal treatment employees receive in an organization
Interactional Justice
the highest level in Maslow’s Hierarchy of Needs that pertains to the need for growth and challenge
self- actualization
ways for an organization to help to satisfy employees’ self actualization needs
● job rotation
● job enlargement
● job enrichment
a system that on which employees are given the opportunity to perform several different jobs in am organization
job rotation
a system in which employees are given more tasks to perform in am environment
job enlargement
a system in which employees are given more responsibility over that tasks and decisions related to their job
job enlargement
a system in which employees are given more responsibility over that tasks and decisions related to their job
job enrichment
a theory that certain characteristics of a job will make the job more or less satisfying, based on employees’ needs
Job Characteristic Theory (JCT)
a measure of the extent a job provides opportunities for growth, autonomy, and meaning
Job Diagnostic Survey (JDS)
