EXAM 2: Chapter 10 - Employee Attitude Flashcards
Employee attitudes relationship to employee outcomes
Job satisfaction
What makes people satisfied? How to measure job satisfaction? What organizational variables relate to job satisfaction? Generalized attitude or affective response about jobs (like - dislike) Degree of pleasure from job Global, overall feeling
theories of satisfaction discrepancy theory
Intrapersonal Comparison Process Occurs within each person, no social comparison JS due to discrepancy between “what is” and “what is desired” Desired=minimum needed to satisfy (value) If excess in positives - still satisfied If excess in negatives - dissatisfied
theories of satisfaction social influence theory
People observe peers and others – that comparison influences job satisfaction
theories of satisfaction Herzberg 2 factor theory
Satisfaction & dissatisfaction are two dimensions Certain things satisfy and others dissatisfy Dissatisfiers - “hygiene” or context factors Pay, supervisor, working conditions, safety If not fulfilled, dissatisfied If fullfilled, just neutral Satisfiers - “content” factors, higher order needs Interesting, challenging, growth, responsibility, achievement Only if these variables present is there satisfaction
theories of satisfaction affect theory
Satisfaction related to: AFFECT = How people view life, general disposition AND OBJECTIVE JOB CONDITIONS Postive-negative continuum Affectivity affects how individuals interpret objective job circumstances = job satisfaction (Brief’s model
theories of satisfaction growth and challenge
Enriched jobs (JDS) Variety of skills needed Employee completes entire task Tasks have meaning Employee has input/control Employee receives feedback Methods Job rotation Job enlargement Job enrichment
theories of satisfaction Emotions
Moods and Emotions Play a role in how we feel about work Types of emotions Happiness Sadness Anxiety Anger Gratitude
Ways to measure
Job Descriptive Index (JDI) Minnesota Satisfaction Questionnaire (MSQ) Kunin’s Faces Scale No one best measure To consider when selecting measure: Will it give me a reliable assessment of JS? Will it give me a valid assessment of JS? Does it measure the facets of JS of interest? What are the ability levels of my employees?
Relationship with performance
Original conception To have good performers, have to first make employees happy Not supported by research Others advocate reverse People get pleasure from their work Research support mixed
Reducing turnover
The more people dislike their job, more likely they are to quit r = -.40 Attractiveness of alternatives and relative costs Economic situation - don’t quit job unless have another even if dissatisfied Compensation Issues Match the market Use job evaluation to ensure internal equity Offer retention/tenure bonuses (stay for pay) These ideas will only work if… Employees are leaving due to low compensation or benefits The turnover rate is high The salary increase will be a meaningful amount
lowering absenteeism
Relationship considerably less than for turnover r = -.25 Only find significant correlation if rewards (promotion, raises) based on attendance Non-work activities may pull even the happiest employee away Rewards for Attending Financial incentives Paid Time-off Programs Recognition programs Discipline for Not Attending Clear Policy and Record Keeping
Job involvement
Personal identification or meaning of the work “very critical to my existence” “personally involved in my job” “work is central to life” “my personal life goals are job-oriented” Sound familiar?? Related to job satisfaction?
Work commitment
Three components Affective Continuance Normative Reflects employee relationship with organization (or other aspects of employment) Committed = likely to stay
components
Too much in my life would be disrupted if I decided I wanted to leave my job now.” “This organization has a great deal of personal meaning for me.” “I was taught to believe in the value of remaining loyal to one organization.”
organizational attitude
a
measuring
Organizational Commitment Questionnaire (OCQ) Organizational Commitment Scale (OCS) Allen and Myer Survey
Organizational justice
Distributive justice Procedural justice Interactional justice
Organizational citizenship behavior
Dimensions (Organ, et al) 1. Altruism - helping behavior 2. Conscientiousness - following company rules 3. Courtesy - respect 4. Sportsmanship - no gossip, complaints 5. Civic Virtue - meetings, voice concerns
Dimensions
Altruism
Conscientiousness
Courtesy
Sportsmanship
Civic Virtue
origins
Situational Antecedents has at basis concept of organizational justice.
Counterproductive work behaviors
Aimed toward INDIVIDUALS Gossip, harassment, violence Cyberaggression Aimed at the ORGANIZATION Theft, sabotage
Psychological contract
Exchange relationship between employee and organization What are my obligations? What are the organization’s obligations to me? Perceived by employee Promise, trust Implied, not formally written
Types
Transactional Contracts: Short time frames and specific obligations
Relational Contracts: long-term relationships with diffuse obligations
power
power can be distributed equally or asymmetrically in a psychological contract. Assymetrical most common in employment arrangements. The most powerful dicatates the contract
violations
Downsizing
- Terminated Personnel
- Surviving Personnel
Mergers
- Agreed upon joining of two organizations
Acquisitions
- Purchasing of another organization
Responses
effects are corrosive, widely generalizable to a wide variety of societies. It will most likely continue to eveolve.
Organizational politics
How people use their position in the organization to increase their self-interests How it occurs – game playing… Political skill Social astuteness Interpersonal influence Building networks/coalitions Projected virtue How others respond
Organizational deviance
Behaviors exhibited within a work context that are harmful to other employees or the organization (Also known as Deviant Workplace Behaviors and workplace incivility)
workplace homicide
a classification of murders that occur at the workplace, most often commited by employees or customers (AKA occupational homicide)
