Chapter 5 Flashcards
Job satisfaction
A pleasurable emotional state resulting from the appraisal of one’s job or job experiences; represents how a person feels and thinks about his or her job
Values
Things that people consciously or unconsciously want to seek or attain
Ex: high salary, etc.
Value-percept theory
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 equation
Dissatisfaction = (Vwant - Vhave) x (Vimportance)
Supervision satisfaction
Employee’s feelings about boss, including their competency, communication and personality
Co-worker satisfaction
Employee’s feeling about co-workers, including their abilities and personalities
Meaningfulness of Work
A psychological state indicating the degree to which work tasks are viewed as something that counts in the employee’s system of philosophies and beliefs
Responsibility for outcomes
A psychological state indicating the degree to which employees feel they are key drivers of the quality of work output
Knowledge of results
A psychological state indicating the extent to which employees are aware of how well or how poorly they are doing
Job Characteristics Theory
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 - Core Characteristics
Variety Identity Significance Autonomy Feedback
Significance
The degree to which a job really matters and impacts society as a whole
Autonomy
The degree to which a job provides freedom , independence, and discretion to perform the work
Knowledge and Skill
The degree to which employees have the aptitude and competence needed to succeed on their job
Growth need strength
The degree to which employees desire to develop themselves further
Job Enrichment
When job duties and responsibility are expanded to provide increased levels of core job characteristics
Job crafting
When employees shape, mould, and redefine their job in a proactive way
Moods
States of feeling that are mild in intensity, last for an extended period of time, and are not directed at anything
Pleasantness
The degree to which an employee is in a good mood vs bad mood
Activation
The degree to which moods are aroused and active, as opposed to unaroused and inactive
Flow
A state in which employees feel a total immersion in the task at hand, sometimes losing track of how much time has passed
Affective Events Theory
A theory that describes how workplace events can generate emotional reactions that impact work behaviours
Emotions
Intense feelings, often lasting for a short duration, that are clearly directed at someone or some circumstance
Positive emotions
Employees’ feelings of joy, pride, relief, hope, love and compassion
Negative emotions
Employees’ feelings of fear, guilt, shame, sadness, envy and disgust
Emotional labour
The management of their emotions that employees must do to complete their job duties successfully
Emotional Contagion
The idea that emotions can be transferred from one person to another
Life Satisfaction
The degree to which employees feel a sense of happiness with their lives in general
Job Descriptive Index (JDI)
A facet measure of job satisfaction that assesses an individual’s satisfaction with pay, promotion, opportunities, supervision, co-workers, and the work iteself
Value-percept theory components
1) Pay Satisfaction
2) Promotion Satisfaction
3) Supervision Satisfaction
4) Co-worker Satisfaction
5) Satisfaction with the work itself
Pay Satisfaction
Employee’s feelings about the compensation for their job
Promotion Satisfaction
Employee’s feelings about how the company handles promotions
Satisfaction with the work itself
Employee’s feelings about the actual work tasks.
Variety
The degree to which a job requires different activities and skills
Identity
The degree to which a job offers completion of a whole, identifiable piece of work
Feedback
The degree to which the job itself provides information about how well the job holder is doing
What are the 3 psychological states that make work satisfying?
- Meaningfulness of work
- Responsibility for outcomes
- Knowledge of results
