lecture 11 Flashcards
exam prep
what is performance?
- Performance: task-related behaviour
- I wrote an assignment on the weekend
- Effectiveness: evaluation of performance relative to expected performance standards
- What standard have I written that essay?
- Productivity: effectivness relative to cose
- Time, money, burnout
- Same length/quality essay but one person takes 5 hrs and the other one takes 5 days
what are the four types of workplace attitudes?
- Workplace satisfaction:
* Positive/negative feeling people feel towards their jobs
* Pleasurable/postive emotional state resulting from appraisal of ones jobs/experiences - Job involvement
* Positively identifying with the job, actively participating in it and considering performance importance to self worth - Organisational commitment
* Identifying with an organisation and its goals and wishing to maintain membership within that organisation - Perceived organisational support
* Evaluation of how a company values employee contributions and cares for their well-bring
Why is job satisfaction the most common attitude we look at?
- Organisations are wanting to know how satisfied their employers are
- Grain of truth between job satisfaction and work performance
What two measurement levels do we have in measuring job satisfaction?
- Global job satisfaction
- > i.e. how satisfied are you with your job
- > scale from 1 - 5 (1 being highly dissatisfied and 5 being highly satisfied) - job facet satisfaction
- > looks at different components of job satisfaction
what are the two different types of job facet satisfaction measures?
- MSQ - Minnesota survey questionnaire
- includes over 100 different items to measure 20 different facets of someones job
- rate each facets on a scale of 1 - 5 - Job Descriptive Index
- contains 5 different job facets
What is the advantage of using job satisfaction facet measurement as appose to using global job satisfaction?
- If workers are dissatisfied, organisations can see which facets in particular individuals are unhappy about
- this therefore allows for improvements made in the required/appropriate areas
Out of all the existing models that attempt to explain the relationship between job satisfaction and work performance, which one is most accurate?
- Model 1
* Job satisfaction -> performance
* i.e. job satisfaction directly related to performance - Model 2
* Work performance -> job satisfaction
* i.e. if your performing well - that actually leads to job satisfaction - Model 3
* Work performance -> both work performance and job satisfaction influence each other - Model 4
* There is an factor in between job satisfaction and job performance
* E.g. if I am highly conscientious -> this will usually result in me performing well and being satisfied with my job - Model 5
* There is a bidirectional relationship BUT
* There is also a moderator -> i.e. moderator strengthens or weakens the relationship between the two - Model 6
* There Is NO relationship between job satisfaction and work performance - Model 7
* There is some more overarching in l ife that is influencing job influence and job satisfaction
Based on research, which model is most accurate in explaining the relationship between job satisfaction and work performance?
Model 5
- directional relationship between work satisfacition and work performance with a moderator in between the two
- the moderator are factors that can either strengthen or weaken the relationship between work performance and job satisfaction
What are the two moderators of the job satisfaction and work performance relationship?
the two moderators of job satisfaction is personal control and job complexity. personal control refers to the amount the individual has control within his/her workplace. Higher personal control is attributed to a stronger relationship between job satisfaction and work performance. Job complexity refers to the amount of complex tasks and variety there are in a individuals job. Higher complexity strengthens the relationship between work performance and job satisfaction
How does Hirschman (1970) explain how people respond to job dissatisfaction?
- See figure in notes
- two dimensions that explain how individuals respond to job dissatisfaction
- active or passive response
- constructive or destructive response
- Active + constructive = voice - individual and collective action to make improvements within the workplace
- Active + destructive = exit - the Individual leaves the workplace
- Passie + constructive = loyalty - defends organisation and waits in hopes that workplace will improve
- passie + destructive = neglect - psychological withdrawal, reduced effort, absenteeism
What is the correlation between satifaction and absenteeism, turnover and organisational citezenship behaviour?
- high satisfaction - lower turnover + absenteeism
- higher satisfaction -> higher lvls OCB
In particular, when are employees more likely to engage in OCB?
- when workers feel as though they are being treated fairly within the organisation
- when they trust the organisation they are with
What is the Oldman’s job chacterictics model?
- One of the only approaches to job design that focusses on person-fit theory
- An individuals personality, behaviours and task accomplishments are considered to describe the perfect fit for the job
- It helps us fill in the gaps in which lead to job satisfaction that CANNOT be explained by the pay alone
- Model is composed of 5 job characteristics that is combined with 3 psychological characteristics to determine the personal and work outcome
