Chapter 10 - Job Attitudes Flashcards
Degree of positive or negative feelings a person has toward a particular person, place, or thing
Attitude
Why are Job attitudes important?
- Influence work behavior
- Improving job attitudes is a desirable goal
- They can help us understand the complexities of work & nonwork life
Generalized feeling not identified with a particular stimulus & not sufficiently intense to interrupt ongoing thought processes
Mood
Feelings normally associated with specific events or occurrences that are intense enough to disrupt thought processes
Emotion/ Affect
An ___________ is the degree of positive or negative feelings a person has toward a particular person, place, or thing
Attitude
According to the Theory of Planned Behavior, the determinants of an action are ones _________ to perform the action
Intention
One benefit of using the Faces Scale measure job satisfaction is that scale ___________
Is easier for verbally unskilled employees to complete
Recent research indicates that the relationship between job satisfaction & performance is stronger in cultures that are high on _____ & low on ______
Individualism; uncertainty avoidance
Contextual performance is also known as: ___________
Organizational citizenship behavior
One of the strongest predictors of affective & normative commitment is: ___________
Organizational support
What is emotional labor? Please provide an example of a job in which emotional labor can be very detrimental to the organizational outcomes?
Emotional labor is the effort, planning, & control required by employers to express organizationally desired emotions during interpersonal interactions. For example, if you are a customer representative & you are experiencing emotional labor you will not be able to do the job properly & in turn not be as pleasant, helpful, or encouraging as a customer service representative is supposed to be. Overall, this can cause damage to the organization as well as the individual.
Pleasurable, positive emotional state resulting from the cognitive appraisal of ones job or Job experiences
Job Satisfaction
Relative strength of an individual’s identification with, attachment to, & involvement in a particular organization
Organizational Commitment
An individual’s perception of the social pressures to perform or not perform a particular behavior
Subjective norm
Individuals belief about how easy or difficult performance of the behavior is likely to be
Perceived behavioral control
Characteristics or factors that lead to job satisfaction
Antecedents if job satisfaction
Outcomes or results of job satisfaction
Consequences
What does the Theory of Planned Behavior say?
The determinants of an action are ones intentions to perform the action
What are some antecedents of job satisfaction?
- job characteristics
- individual/personal characteristics
- social factors
- growth opportunities
What are some consequences of job satisfaction?
- performance
- withdrawal behaviors
- counterproductive behaviors
What are some performance consequences?
- task
- contextual
What are some withdrawal behaviors in consequences?
Absenteeism
Lateness
Turnover
(Attempt to withdraw from work but maintain ties to organization & work role)
What are some counterproductive behaviors?
Theft
Sabotage
Aggression
What are some job characteristic antecedents?
Skill variety Task identity Task insignificance Autonomy Job feedback Workload
What are some individual/personal characteristic antecedents?
Affective disposition
Genetics
Self-esteem
What are some social factors antecedents?
Supervisor relationships
Coworker relationships
Role variables
organizational justice
What are some growth opportunities?
Promotion
Merit pay & benefits
Work-family issues
Tendency to respond to classes of environmental stimuli in predetermined, affect-based ways
Affective Disposition
Employees perceptions of their value is organization members
Organizational-based self-esteem (OBSE)
Role of fairness in the workplace
Organizational Justice
What is the honeymoon-hangover effect?
Job satisfaction is highest at the beginning of a new job (honeymoon)
- new experiences, new people
- everyone is helpful & nice
However, JOb Satisfaction drops & levels out after a few months (hangover)
- get used to the novelty
- people start acting more “normal”
What is global satisfaction?
Overall job performance
Overall job outcome
General dispositions
What is facet level job satisfaction?
Quality of supervision
Whether or not they’ve recent promotion
Quality of specific work outcomes
Which principle states the strength of a relationship between a job attitude & a job outcome will depend on their matched level of specificity
Compatibility Principle
Most frequently used & best-validated measures of job satisfaction
Job Description Index (JDI)
What are the 5 dimensions in the Job Description Index (JDI)?
Satisfaction with type of work Pay Promotion opportunities Supervision Coworkers
Useful for assessing
- overall satisfaction from employees
- customer satisfaction w/ food or product
- patient level of pain or discomfort
Faces Scale
What are some advantages of standardized measures?
Allows for the comparison of data
JDI is one of the most reliable & valid
What are some disadvantages of standardized measures?
- Measures are often missing aspects of the job that impact JS(personality, organizational fit)
- the self-report nature of measures
What are the 2 types of absenteeisms? Define them.
- Voluntary absenteeism
- employees miss bc they want to do something else(not bc they’re ill or unable to work)
- Involuntary absenteeism
- employees have a legitimate excuse for missing work-typically illness
What are the 2 types is turnovers? Define them.
- Involuntary turnover
- when an employee is fired or laid off
- Voluntary turnover
- when competent & capable employees leave to work elsewhere
What are the 3 types of Organizational commitment? Define them.
- Affective commitment
- emotional attachment to an organization
- “want to”
- normative commitment
- obligation to remain in the organization
- “should” or “ought to”
- continuance commitment
- perceived cost of leaving the organization
- “have to” or “need to”
What is the most widely used measure?
Organizational Commitment Questionnaire (OCQ)
Behaviors that bring, or are intended to bring harm to an organization, it’s employees, or it’s stake holders
Counterproductive Work Behaviors ( CWBs)
Enjoy the act of working, obsessed with it, devotes personal time at the expense of other important life roles
Workaholics
Extent to which employees are cognitively engaged in their jobs
Job Involvement
Employees global believes concerning the extent to which the organization values their contributions &a cares about their well-being
Perceived organizational support (POS)
Ways in which individuals monitor their emotions & all the expression of this emotions
Emotion regulation
Effort, planning, & control required by employees to express organizationally desired emotions during interpersonal interactions
Emotional Labor
Degree of importance that work, in general, holds in an employees life
- develops from socialization
- related to affective commitment
Work Centrality
What are 2 examples of emotion regulation? Define them.
- Amplification
- faking/exaggerating pleasant emotion(can lead to job satisfaction)
- suppression
- hiding displays of felt emotions such as anger. Jealousy(can lead to job dissatisfaction)
Accomplishing work tasks from distant location using electronic communication
*dangers- alienation, promotion less likely, loss of identity
Telecommuting
What are some changes in job structure that can ⬆️ positive attitudes? Define them.
- Job rotation
- systematic movement of workers from one type of task to another to alleviate boredom & enhance worker training
- Job enlargement
- the expansion of a job to include additional & more varied work tasks
- Job enrichment
- allowing workers a greater voice in planning, execution, & evaluation of their own work activities
What are some changes in pay structure that can ⬆️ positive attitudes? Define them.
- skill-based pat
- compensation in which workers are paid based on their knowledge & skills
- merit pay
- compensation in which employees receive a base rate & additional pay based on performance
- gain-sharing
- compensation based on effective group/unit performance
- profit-sharing
- all employees receive a small share of an organizations profits
