exam 3 job attitudes/emotions

Question 1

job attitudes

Answer 1

feelings or beliefs about one’s job, organization, supervisor, or another aspect of the workplace

• the attitudes that people hold determine what they do

Question 2

job attitude types (festinger, cognitive dissonance)

Answer 2

• FESTINGER = cases of attitude following behavior illustrate the effects of cognitive dissonance
• COGNITIVE DISSONANCE = any perceived incompatibility between behavior and attitudes
  EX. smoking is harmful vs. I am a smoker

Question 3

attitudes-behavior relationship

Answer 3

major job attitudes are HIGHLY correlated (job sat, work engage, org commit)

• Behavior is a function of intentions, which comes from norms, control, and attitudes

Question 4

job satisfaction

Answer 4

“pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences”

• “happy workers are productive workers”
• largely as a result of findings drawn by the hawthorne studies at western electric, managers started to make their employees happier by focusing on working conditions and the work environment

Question 5

job satisfaction outcomes

Answer 5

job sat → high levels of job performance
job performance → high levels of

Question 6

employee responses to dissatisfaction

Answer 6

constructive / destructive = voice/loyalty vs. exit/neglect, respectively

active / passive = voice/exit vs. loyalty/neglect, respectively

Question 7

4 type of responses

Answer 7

• ACTIVE/CON = voice–ideal because they are constructive
• PASS/CON = loyalty–ideal because they are constructive
• ACTIVE/DES = exit
• PASS/DES = neglect

Question 8

global measures of job satisfaction

Answer 8

respond to statements pertaining to one’s overall job satisfaction

• more transferable because its general, can be quick and easy for people to use
• limited because it can be missing key factors that are causing lower satisfaction, not specific enough

Question 9

facet-based measures of job satisfaction

Answer 9

respond to statements pertaining to different aspects of one’s job

• EX. peer training, quality of supervision

Question 10

work engagement

Answer 10

dedication, absorption, sense of excitement, and passion with one’s work

Question 11

organizational commitment

Answer 11

degree to which the employee identifies with and feels involved in the organization

• multiple component, multiple foci

Question 12

allen & meyer’s 3 component model

Answer 12

• AFFECTIVE
• CONTINUANCE
• NORMATIVE

Question 13

AFFECTIVE commitment

Answer 13

emotional attachment (specifically to the job); staying because you WANT to (most positive form of commitment)

• do people feel like they are ‘part of the family’ at the job
• EX. “my job is rewarding and I enjoy coming to work each day”

Question 14

CONTINUANCE commitment

Answer 14

economic considerations, alternatives; staying because you NEED to

• don’t have other better options and can’t risk losing the current job so they are committed
• EX. “my salary and benefits get me a nice house in a nice area”

Question 15

NORMATIVE commitment

Answer 15

moral or ethical considerations; staying because you OUGHT to

• having to work for a parent or grandparent who owns a company and its just expected that you continue the company
• EX. “my boss have invested so much time and training to mentoring me”
• social norms in the WORKPLACE, not social norms at home

Question 16

emotions at work

Answer 16

realizing that you can’t always separate emotions from work so they need to find effective ways to manage them

STATE vs TRAIT

Question 17

feeling STATE

Answer 17

• EMOTIONS = intense, short-lived, identifiable cause/target (ex. anger, ectasy)
• MOOD = diffuse, longer-lasting, no identifiable cause/target (irritability, cheerfulness)

Question 18

feeling TRAIT

Answer 18

• DISPOSITIONAL AFFECT = stable tendency to experience certain moods/emotions across situations (trait anger, negative affectivity)

Question 19

positive vs negative emotions

Answer 19

positive emotions BROADENS our thoughts/decisions
- more flexible, exploratory way of thinking that encourages experimentation

negative emotions NARROW our thoughts/decisions
- narrowing of thought and fight or flight response

Question 20

emotional contagion

Answer 20

emotions can spread within work groups because individuals express their emotions through verbal and nonverbal mechanisms (can occur for both positive and negative emotions)

• EX. one partner bringing emotions home and them moving to other partner; working on a team together and developing same emotions

Question 21

affective events theory

Answer 21

Employees react emotionally to the things that happen to them at work and this influences job performance and satisfaction

• why we should care about employee emotions

Question 22

emotional labor

Answer 22

regulation of emotional displays that may be incongruent with what is felt

• surface acting (SA)
• deep acting (DA)
• emotional dissonance

Question 23

surface acting (SA)

Answer 23

changing the expressions of emotions without changing the emotions themselves

• EX. you get a speed ticket on the way to work but dont let that show when at work

Question 24

deep acting (DA)

Answer 24

changing the expressions of emotions and attempting to change underlying emotions themselves

Question 25

emotional dissonance

Answer 25

inconsistencies between the emotions people feel and the emotions they project

• long-term emotional dissonance is a predictor for job burnout, declines in job performance, and lower job satisfaction