Chapter 9: Attidutes, Emotions and Work

Question 1

Job satisfaction

Answer 1

Positive attiude or emoitonal state resulting from the appraisal of one’s job or experience.

Question 2

The Hawthome effect

Answer 2

A change in behavior or attiude that was the simple result of increased attention.
Importance of social relations at work;
- Relation with supervisor, colleagues.
- The need for status, appreciation, self-determination.
- Workers’ attitudes and emotions.

Question 3

Attitude

Answer 3

Attitude is a stable feeling or belief that are directed toward specific persons, groups or objects.

Question 4

Causes and consequences of Job satisfaction

Answer 4

Job satisfaction depends on the antecedents, the correlates arise simultaneously when the job is satisfying and consequences come from high job satisfaction.

Question 5

Overall satisfaction

Answer 5

Is overall assessment of job satisfaction that results from mathematically combining scores.

Question 6

Facet satisfaction

Facet level

Answer 6

The level of satisfaction on several aspects of the job but separated. So not an overall measurement but parts of the job are measured for satisfaction.

Question 7

The issues among “job satisfaction”

Answer 7

• Direction of relationship satisfaction - performance.
• Time course and emotional experience.
• Low correlation satisfaction - behaviors.

Question 8

Job Descriptive Index (JDI)

Answer 8

Assesses satsifaction with five distinct areas; the work itself, supervision, people, pay, and promotion.

Question 9

Minnesota satisfaction questionnaire (MSQ)

Answer 9

A commonly used job satisfaction instrument that assesses particular aspects of work as well as scores for extrinsic satisfaction and intrinsic satisfaction.

Question 10

Extrinsic satisfaction

Answer 10

Satisfaction that derives from apsects extrinsic, or external, to job task, such as pay or benefits.

Question 11

Intrinsic satisfaction

Answer 11

Satisfaction that derives from aspects central, or intrinsic, to the job itself, such as responsibility.

Question 12

Affective commitment

Answer 12

An emotional attachment to an organization.

Question 13

Continuance commitment

Answer 13

Is the perceived cost of leaving an organization

Question 14

Normative commitment

Answer 14

An obligation to remain in an organization

Question 15

Occupational commitment

Answer 15

Commitment ot a particular occupational field, includes affective, continuance and normative commitment.

Question 16

Job embeddedness

Answer 16

The many and varied types of commitment that individuals feel towards co-workers, teams, organization

Question 17

Organizational identification (OID)

Answer 17

The process whereby individuals derive a feeling of pride and esteem from their association with an organization.

Question 18

Employement engagement

Answer 18

Positive work-related state of mind that includes high levels of energy, enthusiasm and identification with work.

Question 19

Mood

Answer 19

A generalized state of feeling not identified with particular stimulus and not sufficiently intense so interrupt ongoing thought processes.

Question 20

Emotion

Answer 20

An effect or feeling, often experience an displayed in reaction to an event or thought and accompained by physiological changes in various systems of the body and can interrupt ongoing thought processes.

Question 21

Difference between emotion vs mood

Answer 21

• An emotion - connected to a specific event
• An emotion - interups ongoing thought processes
• Emotions - specific

Question 22

Affect circumplex

Answer 22

A figure in which opposite emoitons appear directly across from each other in the circle.

Question 23

Process emotion

Answer 23

Is an reaction that results form consideration of the tasks one is currently doing.

Question 24

Prospective emotion

Answer 24

A reaction that results from consideration of the tasks one is currenlty doing.

Question 25

Retrospective emotion

Answer 25

A reaction that results from a consideration of the task one has already completed.

Question 26

Negative affectivity (NA)

Answer 26

Disposition wherein individuals are prone to experience a diverse array of negative mood states.

Question 27

Positive Affectivity (PA)

Answer 27

A disposition in which individuals are prone to describe themselves as happy.

Question 28

Work emotions

Pekrun & Frese, 1992

Answer 28

• Time: Process-Prospective-Retrospective.
• Domain: Task-related-Social
• Positive-Negative

Question 29

Emotions can come from:

Answer 29

• Extenral events
• Dispositions; Negative affectivity, Positive affectivity
• Core Self-evaluations; Self-esteem, Self-efficacy, Locus of control, Low neuroticism

Question 30

Core self evaluations and job satisfaction;

Answer 30

• Self-esteem
• Self-efficacy
• Locus of control
• Neuroticism —
• Perception of work characteristics
• Job satisfaction
• Life satisfaction

Question 31

Why mode and emotions are important at work?

Answer 31

• Flow, flexibility, and creativity.
• Percpetion of job characteristics

Question 32

Organizational Commitment & Organizational Identification

Answer 32

Commitment: attitude + emotion
- affective
- continuance
- normative
- occupational

Identification: emotion

Question 33

Work engagement

Answer 33

Positve, work-related state of mind.
- Vigor
- Dedication
- Absorption

Related to increased task and/or contextual performance.

Question 34

How can we thrive at work?

Answer 34

• Positive emotions
• Positive self-image
• Commitment
• Engagement

Question 35

Withdrawal behaviors

Answer 35

Absenteeism, turnover, tardiness and retirement can lead to withdrawal.

Question 36

Work withdrawal

Answer 36

An action that represent an attempt by the individual to withdraw form work but maintain ties to the organization and the work role (absenteeism).

Question 37

Job withdrawal

Answer 37

An action that represent an individual willingness to sever (verbreken) ties to an organization and the work role.

Question 38

Job withdrawal

Answer 38

An action tha repesent an inidivudals willigness to sever (verbreken) ties to an organization and the work (quitting, retirement).