Job Satisfaction

Question 1

Job Satisfaction

Answer 1

A pleasurable emotional state resulting from the appraisal of one’s job or job experiences

Question 2

Factors of Job Satisfaction

Answer 2

Dispositional Factors (VPT)
Job Related Factors (JCT)
Temporal Factors (Mood/Emotions)

Question 3

Value Perception Theory

Answer 3

Theory that jobs are satisfying if they provide things we find valuable
- depends on whether you perceive that your job supplies things you value

Question 4

Value Perception Theory Equation

Answer 4

Dissatisfaction = (value you want - value you have) x the importance of that value

Question 5

5 Facets of Value Perception Theory

Answer 5

• Satisfactions with pay
• Satisfactions with promotions
• Satisfactions with supervision
• Satisfactions with coworkers
• Satisfactions with the work itself (strongest correlation)

Question 6

Job Characteristics Theory

Answer 6

Theory that the work itself is the strongest driver for job satisfaction and what makes work satisfying
- Meaningfulness of Work (VIS)
- Responsibility of Outcomes (A)
- Knowledge of Results (F)

Question 7

Psychological States of JCT

Answer 7

• Meaningfulness of Work
• Responsibility of Outcomes
• Knowledge of Results

Question 8

VISAF

Answer 8

Core job characteristics
- variety
- identity
- significance
- autonomy
- feedback

Question 9

Meaningfulness of Work

Answer 9

Degree that work tasks are viewed as something that ‘counts’ toward employees system of philosophies and beliefs
- Everyone perceives the same job differently
(Ex. campus security guard “I am making campus safe” or “I do nothing but stare at people”)

Question 10

Variety

Answer 10

Degree to which the job requires a number of different activities with different skills and talents
- “everyday is different”

Question 11

Identity

Answer 11

Degree to which the job requires completing a whole identifiable piece of work from beginning to end
- “I did that”

Question 12

Significance

Answer 12

Degree to which the job has substantial impact on others
- “my job matters”

Question 13

Responsibility of Outcomes

Answer 13

Degree to which employees feel they are key drivers for the quality of their work (Autonomy)

Question 14

Autonomy

Answer 14

Degree to which the job provides freedom, independence, and discretion to the individual
- “I do what I want to complete this job”

Question 15

Knowledge of Results

Answer 15

Extent to which employees know how well they’re doing (Feedback from the JOB ITSELF)

Question 16

Feedback

Answer 16

Degree to which carrying out activities for the job provides clear information for how well they’re performing

Question 17

Affective Event Theory

Answer 17

workplace events effect our emotions which effect our job attitudes

Question 18

Effects of Positive Moods/Emotions

Answer 18

Creative thinking, better problem-solving, increased willingness to help others

Question 19

Emotional Labor

Answer 19

Controlling or hiding emotions at work
- Surface Acting
- Deep Acting

Question 20

Surface Acting

Answer 20

SUPPRESSING emotions and faking desired emotions (emotional mask)
- more inauthentic
- more severe consequences

Question 21

Deep Acting

Answer 21

MODIFYING emotions in order to display appropriate emotions
- tends to be more genuine

Question 22

Emotional Contagion

Answer 22

one person’s emotions can ‘spill over’ to influence others’

Question 23

Dispositional Affectivity

Answer 23

people tend towards either positive (PA) or negative (NA) moods or emotional states

Question 24

Positive Affectivity

Answer 24

A dispositional tendency to experience pleasant, engaging moods (enthusiasm, excitement, elation)

Question 25

Negative Affectivity

Answer 25

A dispositional tendency to experience unpleasant moods (hostility, nervousness, annoyance)