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2-12. BA 3 - Human Behavior in Organization > Chapter 2: Attitudes and Job Satisfaction > Flashcards

Chapter 2: Attitudes and Job Satisfaction Flashcards

1
Q

Evaluate statement - either favorable or unfavorable - concerning objects people or events.

A

Attitudes

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2
Q

They reflect how one feels about something.

A

Attitudes

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3
Q

3 Main components

A

1.) Cognitive
2.) Affective
3.) Behavior

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4
Q

A description of or belief in the way things are

A

Cognitive

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5
Q

Describes an intention to behave in certain way toward someonr or something.

A

Behavior

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6
Q

The emotional or feeling segment of an attitude.

A

Affective

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7
Q

“My Pay is low”

a. Cognitive
b. Behavior
C. Affective

A

A.

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8
Q

“Im going to look for another job that pays better”

a. Cognitive
b. Behavior
C. Affective

A

B.

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9
Q

“I am angry over how little I’m paid”

a. Cognitive
b. Behavior
C. Affective

A

C.

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10
Q

Who argued that “attitudes follow behavior”?

A

Leon Festinger

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10
Q

Are complex and rationale behind them may not be obvious.

A

Attitudes

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11
Q

Refers to any incompatibility that an individual might perceive between two or more attitudes or between behavior and attitudes.

A

Cognitive Dissonance

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12
Q

3 moderating factors to reduce Dissonance

A
  1. Importance
  2. Degree of Influence
  3. Rewards
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13
Q

If a person feels he or she has some measure of control over the elements, more efforts will be expended.

A

Degree of Influence

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14
Q

The importance of the elements creating the dissonance modifies the level of effort.

A

Importance

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15
Q

What is there to keep or remove the dissonance.

A

Rewards

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16
Q

Major job attitudes

A
  1. Job satisfaction
  2. Job involvement
  3. Organizational Commitment
17
Q

A stat in which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.

A

Organizational Commitment

18
Q

A positive feeling abort one’s job resulting from an evaluation of its characteristics.

A

Job satisfaction

19
Q

the degree to which people identify psychologically with their jobs and consider their perceived performance level to self-worth.

A

Job involvement

20
Q

Three separate dimensions of organized

A
  1. Affective commitment
  2. Continuance Commitment
  3. Normative Commitment
21
Q

The perceived economic value of remaining with an organization compared to leaving it.

A

Continuance commitment

22
Q

An obligation to remain with the organization for moral or ethical reasons.

A

Normative commitment

23
Q

The emotional attachment to an organizational and a belief in its value.

A

Affective commitment

24
Q

It is the degree to which employees before the organization values their contribution and cares about their well-being.

A

Perceived Organizational Support

25
Q

It is the positive feelings about a job resulting from an evaluation of characteristics

A

job satisfaction

26
Q

Interaction with bosses and co-workers, rules and policies, performance standards, ideal working conditions, among others.

A

Job satisfaction

27
Q

Job satisfaction levels by facet

A

1.) Work itself
2.) Pay
3.) Promotion
4.) Supervision
5.) Co-workers

28
Q

What causes Job satisfaction?

A
  1. Interesting jobs
  2. Pay
  3. positive core self-evaluation
29
Q

The Impact of Dissatisfaction

A

1.Exit
2. Voice
3. Loyalty
4. Neglect

30
Q

Leaving the organization

A

Exit

31
Q

attempting to improve conditions

A

Voice

32
Q

Allowing conditions to worsen

A

Neglect

33
Q

waiting conditions to improve

A

Loyalty

34
Q

The Impact of Job Satisfaction

A
  1. Less Absenteeism
  2. Less Turnover
  3. Less Workplace Deviance
  4. Increased Job performance
  5. Organizational Citizenship behaviors
  6. Customer satisfaction
35
Q

True or False

Managers should be interested in employee’s attitudes because attitudes give warnings of potential problems and because they influence behavior.

A

True

36
Q

What to keep in Mind

A
  • High pay is not enough to create satisfaction
  • Make the work challenging and interesting
  • Job satisfaction is related to organizational effectiveness
37
Q

This method uses responses to a short series of general questions about the job to determine job satisfaction.

A

Single Global Rating Method

38
Q

This method identifies key elements in the job and ask for the employee’s feelings about each element. Respondents answer on a standardized scale and their answers are tallied to create an overall job satisfaction score.

A

Summation Score Method

39
Q

How to measure job satisfaction?

A
  1. Single Global Rating Method
  2. Summation Score Method

2-12. BA 3 - Human Behavior in Organization (4 decks)

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