Lecture 2 (Job attitudes, moods & emotions) Flashcards
Conceptual model consists of these 4 types of variables
- Independent variables
- Dependent variables
- Mediating variables
- Moderating variables
Attitude
Evaluative (i.e. favourable or unfavourable) statements about objects, people, events etc”. They reflect how do we feel about something
3 parts of attitude
- Cognition: What do you see, hear, perceive, know?
- Affect: How do you feel about this?
- Behaviour: How do you act?
Job satisfaction factors
- Content of the job
- Social context
- Pay (generally a weak factor)
- Personality
- Corporate Social Responsibility (CSR)
Emotions vs Moods (compare)
Emotions:
-Intense
-Caused by specific event
-Lasts from a short span of time
-Specific facial expressions
Moods:
-Less intense
-Cause is either general or unknown
-Last for a longer span of time
-Less specifically expressed
What can emotional labour lead to?
Emotional dissonance
What is emotional dissonance
conflict between felt (Actual) emotions and displayed emotions
What can emotional dissonance lead to?
Burnout
What can positive moods and emotions lead to?
Better decisions
making, more creativity, self -efficacy, more credibility and overall better performance
Three factors of ???
1.) Consistency: Does the person act the same in similar situations over time?
2.) Consensus: Does everyone facing the same situation act the same way?
3.) Distinctiveness: Does the person act the same in different situations?
Fundamental attribution error meaning
error in which people view good results/outcomes as their own
effort, yet they blame poor results/outcomes of external factors, while doing the opposite for others
Methods in judging people
Selective perception, Halo effect, Contrast effects, stereotyping
Selective perception meaning
You (don’t) see what you (don’t) want to see
Halo effect
General impression based on a single characteristic
Contrast effect
Persons are often evaluated relative to others
Stereotyping
A person is categorized in a group based on one characteristic
Individualistic countries meaning
Countries in which people see themselves as independent and desire personal goals and personal control
Collectivistic countries
Countries in which people see themselves
as interdependent and seek community and group goals
Moral emotions meaning
Emotions that have determine if an action is moral or not
Positivity offset
tendency of most individuals to interpret neutral situations as mildly positive
Emotion labour meaning
Situation in which an employee expresses organizationally desired emotions
during interpersonal transactions at work
Surface acting meaning
“putting on a face” of appropriate
response to a given situation
Deep acting meaning
Trying to modify our true inner feelings based on display rules
Which surface or deep acting drains psychologically more
Surface acting drains more.
{Because we are actually trying to experience the emotion, so we experience less emotional exhaustion}
Affective events theory (AET) meaning
Employees react emotionally to things that happen to
them at work, and this reaction influences their job performance and satisfaction
Emotional intelligence (EI) meaning
person’s ability to: (1) perceive emotions in him or herself and others;
(2) understand the meaning of these emotions; and
(3) regulate his or her own emotions accordingly
Emotion regulation meaning
identify and modify the emotions you feel
Cognitive
component of an attitude meaning
Description of or belief in the way things are [my pay is low]
Affective component meaning
The emotional or feeling segment
of an attitude reflected in the statement “I am angry over how little I’m paid.”
Behavioural component meaning
intention to behave a
certain way toward someone or something
[“I’m going to look for another job that pays better.”]
Most important moderators of the attitudes relationship
- the importance of the attitude,
-correspondence to behaviour,
-its accessibility,
-the presence of social pressures,
-whether a
person has direct experience with the attitude.
Most important attitudes
- Job satisfaction
- Job involvement
- Organizational commitment
- Perceived Organizational support (POS)
- Employee engagements
Perceived organizational support (POS) meaning
The degree to which employees believe an organization values their contribution and cares about their well-being
Employee engagement meaning
An individual’s involvement with, satisfaction with, and enthusiasm
for the work he or she does
Impact of job dissatisfaction
-Exit (active, destructive)
-Voice (active, constructive)
-Loyalty (passive, constructive)
-Neglect (passive destructive)
Counterproductive work behaviour (CWB) meaning
Intentional employee behaviour that is contrary to the
interests of the organization
Job embeddedness meaning
the collection of forces that influence employee retention and commitment
