Chapter 4 Flashcards
Job Satisfaction
Pleasurable emotional state resulting from the appraisal of one’s job or job experience.
It represents how you feel and what you think about your job.
values
Those things that people consciously or subconsciously want to seek or attain.
value-percept theory
Argues that job satisfaction depends on whether you perceive that your job supplies the things that you value.
pay satisfaction
employees’ feelings about their pay, including whether it’s as much as they deserve, secure and adequate for both normal expenses and luxury items.
promotion satisfaction
refers to employees’ feelings about the company’s promotion policies and their execution, including whether promotions are frequent, fair, and based on ability.
supervision satisfaction
employees’ feelings about their boss, including whether the boss is competent, polite, and a good communicator
coworker satisfaction
refers to employees’ feelings about their fellow employees, including whether coworkers are smart, responsible, helpful, fun and interesting as opposed to lazy, gossipy, unpleasant, and boring.
satisfaction with the work itself
reflects employees’ feelings about their actual work tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable.
3 Critical psychological states
1) meaningfulness of work - the degree to which work tasks are viewed as something that “counts” in the employee’s system of philosophies and beliefs.
2) Responsibility for outcomes - captures the degree to which employees feel that they’re key drivers of the quality of the unit’s work.
3) knowledge of results - reflects the extent to which employees know how well (or how poorly) they’re doing.
job characteristics theory (def and the 5 core job characteristics that result in high levels of the 3 physiological states)
Def: describes the central characteristics of intrinsically satisfying jobs. 5 core job characteristics that result in high levels of the 3 psychological states (VISAF):
1) Variety - the degree to which the job requires a number of different activities that involve a number of different skills and talents.
2) Identity - the degree to which the job requires completing a whole, identifiable, piece of work form beginning to end with a visible outcome.
3) significance - the degree to which the job has a substantial impact on the lives of other people.
4) autonomy - the degree to which the job provides freedom, independence, and discretion to the individual performing the work.
5) feedback - the degree to which carrying out the activities required by the job provides employees with clear information about how well they’re performing.
2 moderators that influence the strength of the relationships between variables in the physiological states and job characteristics mode.l.
1) knowledge and skill
2) growth need strength - captures whether employees have strong needs for personal accomplishment or developing themselves beyond where they currently are.
job enrichment
the duties and responsibilities associated with a job are expanded to provide more variety identity, autonomy etc..
job crafting
where employees shape, mold, and redefine their jobs in a proactive way.
moods
states of feeling that are often mild in intensity, last for an extended period of time, and dare not explicitly directed at or caused by anything. Moods can be characterized in 2 ways:
1) pleasantness
2) activation
flow
a state in which employees feel a total immersion in the task at hand, sometimes losing track of how much time has passed. “in the zone”
