Chapter 4 Flashcards
a pleasurable emotional state resulting from the appraisal of one’s job or job experiences; it represents how a person feels and thinks about his or her job
job satisfaction
things that people consciously or unconsciously want to seek or attain
values
a theory that argues that job satisfaction depends on whether the employee perceives that his or her job supplies those things that he or she values
value-percept theory
employees’ feelings about the compensation for their job
pay satisfaction
employees’ feelings about how the company handles promotions
promotion satisfaction
employees’ feelings about their boss, including his or her competency, communication, and personality
supervision satisfaction
employee’s feelings about their coworkers, including their abilities and personalities
coworker satisfaction
employees’ feelings about their actual work tasks
satisfaction with the work itself
a psychological state reflecting one’s feelings about work tasks, goals, and purposes, and the degree to which they contribute to society and fulfill one’s ideals and passions
meaningfulness of work
a psychological state indicating the degree to which employees feel they are key drivers of the quality of work output
responsibility for outcomes
a psychological state indicating the extent to which employees are aware of how well or how poorly they are doing
knowledge of results
a theory that argues that five core characteristics (variety, identity, significance, autonomy, and feedback) combine to result in high levels of satisfaction with the work itself
job characteristics theory
the degree to which a job requires different activities and skills
variety
the degree to which a job offers completion of a whole, identifiable piece of work
identity
the degree to which a job really matters and impacts society as a whole
significance
the degree to which a job allows individual freedom and discretion regarding how the work is to be done
autonomy
in job characteristics theory, it refers to the degree to which the job itself provides information about how well the job holder is doing; in goal setting theory it refers to progress updates on work goals
feedback
the degree to which employees have the aptitude and competence needed to succeed on their job
knowledge and skill
the degree to which employees desire to develop themselves further
growth need strength
when job duties and responsibilities are expanded to provide increased levels of core job characteristics
job enrichment
proactively shaping and molding the characteristics contained within one’s job
job crafting
states of feeling that are mild in intensity, last for an extended period of time, and are not directed at anything
moods
the degree to which an employee is in a good versus bad mood
pleasantness
the degree to which moods are aroused and active, as opposed to unaroused and inactive
activation
a state in which employees feel a total immersion in the task at hand, sometimes losing track of how much time has passed
flow
a theory that describes how workplace events can generate emotional reactions that impact work behaviors
affective events theory
intense feelings, often lasting for a short duration, that are clearly directed at someone or some some circumstance
emotions
employee’s feelings of joy, pride, relief, hope, love, and compassion
positive emotions
employees’ feelings of fear, guilt, shame, sadness, envy, and disgust
negative emotions
when employees manage their emotions to complete their job duties successfully
emotional labor
the idea that emotions can be transferred from one person to another
emotional contagion
the degree to which employees feel a sense of happiness with their lives in general
life satisfaction
