Employee Satisfaction and Commitment

Question 1

The attitude of an employee toward the job

Answer 1

Job Satisfaction

Question 2

Facets of Organizational Commitment

Answer 2

> Affective Commitment
-wants to remain because they care about the org. and willing to exert effort on its behalf

> Continuance Commitment
-must remain due to time, expense and effort invested or difficulty finding a new job

> Normative Commitment
-remain because one feels obligated because the company has done a lot for them

Question 3

Individual Differences Theory

Answer 3

• Postulates that some variability in job satisfaction is due to an individual’s personal tendency across situations to enjoy what she does
• Certain types of people will generally be satisfied and motivated regardless of the type of job they hold

> 4 Personality variables of satisfied people:

• emotional stability
• self-esteem
• self-efficacy
• external locus of control

*For employees, INTERESTING WORK is the most important factor of a job. For supervisors, SALARY AND BONUS is the most important for EMPLOYEES.

Question 4

Equity and justice

Answer 4

> Distributive Justice
-perceived fairness of the actual decisions in an org.
Procedural Justice
-perceived fairness of the methods used to arrive at the decisions
Interactional Justice
-perceived fairness of the interpersonal treatment employees receive

Question 5

Job Enrichment

Answer 5

-Involves tasks with meaning or importance, make decisions, provide feedback

• Job Diagnostic Survey (JDS)
• measure the extent to which above characteristics are present in a given job

Question 6

Measuring Job Satisfaction and Commitment

Answer 6

> Job Satisfaction

• Faces scale
• Job Descriptive Index -most commonly used
• Minnesota Satisfaction Questionnaire (MSQ)
• Nagy Job Satisfaction Scale -tap how important the facet is to the employee and how satisfied with the facet

> Commitment

• The Allen and Meyer Survey (most common)
• Organizational Commitment Scale
• Organizational Commitment Questionnaire

Question 7

Consequences for Dissatisfaction

Answer 7

> Absenteeism

• correlated with turnover and thought to be a warning sign of intended turnover
• record number of instances rather than days
• Employee Assistance Program (EAP)
• use of professional counselors to deal with employee probs

> Turnover

• U-shape relationship between turnover and performance
• high or very low levels of turnover will result in lower org. performance; moderate will result in higher performance
• the effect is mediated by the strength of the HR

Question 8

2 types of counterproductive behaviors

Answer 8

1. Aimed at individuals
2. Aimed at the organization

*Cause: lack of OCB