Chapter 3: Job Satisfaction & Work Motivation

Question 1

What’s the difference between the facet versus the global approach in job satisfaction measures?

Answer 1

The facet approach focuses on evaluating aspects of a job individually assuming they’re equal importance. The global approach measures overall job satisfaction as a whole.

Question 2

Name the 4 antecedents of job satisfaction.

Answer 2

1. Job characteristics model by Hackman and Oldham - 5 characteristics (skill variety, task identity, task significance, autonomy and feedback)
2. Value-Percept Model - proposes an equation to derive satisfaction from desire, actual state and importance, the lower the difference on the sides of the equation the higher the job satisfaction
3. Affective Events Theory - job satisfaction is an affective cognitive response to job situations and fluctuations over time which happens in two simultaneous processes
   A) interpersonal process - cognitive evaluation process of relatively stable features of the work environment
   B) intrapersonal process - fluctuating emotional process where discrete events are conceptualized
4. Dispositional Basis for job satisfaction - traits like self-esteem, self-efficacy, focus, control and emotional stability play a role

Question 3

What are the 3 meta-analytical factors in job satisfaction?

Answer 3

1. job characteristics
2. personality
3. pay

Question 4

Name 2 theories on job motivation.

Answer 4

1. Goal-Setting Theory proposed by Locke and Latham emphasises importance of specific and challenging goals when it comes to showing direction, effort, persistence and task strategy.
2. Self-Determination Theory - developed by Deci and Ryan focuses on intrinsic motivators based on the 3 psychological needs (competence, relatedness and autonomy) it identifies 6 motivational stages starting from complete amotivation, external, introverted, identified, integrated until achieving intrinsic motivation.

Question 5

Name implications of motivational theories.

Answer 5

1. matching personal motives with job requirements
2. involving employees in goal developments
3. supporting employees in goal attainment
4. linking rewards to performance