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BPK 381 > Lecture 5: Job Satisfaction and Job Design > Flashcards

Lecture 5: Job Satisfaction and Job Design Flashcards

1
Q

Job satisfaction

A

positive attitude or emotional state resulting from one’s appraisal of their job or job experience

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2
Q

Does job satisfaction and performance have a strong or weak correlation

A

weak

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3
Q

What was Elton Mayo’s thoughts on unionization

A

pathological result of dissatisfaction

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4
Q

Describe motivation hygiene theory

A

Intrinsic motivators produce satisfaction and motivation (work itself, responsibility, achievement, advancement, recognition)

The lack of hygiene factors produce job dissatisfaction. If you have more hygiene factors, it doesn’t provide more satisfaction (policy, level of supervision, salary, interpersonal relations, working conditions)

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5
Q

range of affect theory (discrepancy theory)

A

describes the discrepancy between what you desire from work and what you get

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6
Q

dispositional theories

A

innate dispositions that cause tendencies toward a certain level of satisfaction

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7
Q

antecdents

A

happen before job satisfaction and affect job satisfaction directly

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8
Q

correlates

A

correlated to job satisfaction (they affect each other)

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9
Q

consequences

A

happen as a result of job satisfaction

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10
Q

Describe the relationship between pay and satisfaction

A

With increased pay there is increased satisfaction but when above the satisfactory level there is a weak relationship

Perceived equity or fairness of pay may be more important than the amount paid.

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11
Q

progressive work satisfaction

A

when you feel satisfied by work, there is increased aspiration to try and get more satisfaction

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12
Q

stabilized work satisfaction

A

feel satisfied and motivated to maintain satisfaction level

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13
Q

resigned work satisfaction

A

feel neutral or indistinct work satisfaction; decreased aspiration to adapt to negative aspects

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14
Q

constructive work dissatisfaction

A

unhappy at work but willing to problemsolve to fix

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15
Q

fixated work dissatisfaction

A

dissatisfied at work but not fixing the problem; using defensive mechanisms; feeling stuck

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16
Q

What are some direct measures of job satisfaction

A

satisfaction surveys

  1. overall satisfaction survey - how satisfied are you with your job
  2. elements are combined into a score to calculate how satisfied someone is with their job
  • Job descriptive index (JDI)
  • Minnesota satisfaction questionnaire (MSQ)
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17
Q

What are some indirect measures of job satisfaction

A
  • attrition (stronger association than absenteeism)
  • absenteeism (weak association)
  • withdrawal behaviours
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18
Q

mood vs emotion

A

Mood: Generalized feeling not identified with a particular stimulus & not sufficiently intense to interrupt ongoing thought processes

Emotion: Normally associated with specific events or occurrences that are intense enough to disrupt thought processes

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19
Q

Job satisfaction and absenteeism are weakly correlated. What are some contamination factors

A

societal values

personal factors (caring for sick)

organizational factors (encouragement to take sick days)

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20
Q

Job satisfaction and employee turnover are correlated but what are some possible contamination factors

A

labour market conditions

organizational commitment

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21
Q

functional turnover

A

bad employees quit their job

22
Q

dysfunctional turnover

A

good employees quit their job

23
Q

Positive affectivity (PA): person’s tendency to feel positively about life in general; individuals would describe themself as

A

cheery
confident
enthusiastic
active
energetic
internal locus of control

24
Q

Negative affectivity (NA): individual tends to feel negative about life in general; individuals are prone to

A

anxiety
depression
hostility
guilt
alienated
external locus of control

25
Q

What are some personality traits that decrease job satisfaction

A
  • alienation
  • neuroticism
  • impatient and irritable type A
26
Q

Personality traits that increase job satisfaction

A
  • achievement striving type A
  • internal locus of control
  • self esteem
  • self efficacy
27
Q

What 4 core self evaluations are predictive of perceptions of work characteristics, job satisfaction, and life satisfaction

A
  • self esteem
  • self efficacy
  • locus of control
  • neuroticism
28
Q

Describe the judge and hill model of job satisfaction

A

affective disposition –> subjective wellbeing –> <— job satisfaction
<– intrinsic job characteristics

29
Q

How do the following affect job satisfaction
- age
- race
- education

A
  • increase
  • white people have greater job satisfaction
  • more educated people have less satisfaction
30
Q

define: organizational commitment

A

degree of psychological and emotional attachment to organization

31
Q

Describe the correlation between organizational commitment and
- job satisfaction
- absenteeism

A
  • job satisfaction: high
  • absenteeism: low
32
Q

3 signs of organizational commitment

A
  1. acceptance and belief in an organization’s values
  2. a willingness to exert effort on behalf of the organization to help meet the goals of that organization
  3. a strong desire to remain in the organization
33
Q

organizational justice

A

the fair treatment of people in an organization

34
Q

Distributive justice

A

fairness of outcomes, results or ends achieved

35
Q

Procedural justice

A

Procedural justice: fairness by which means are used to achieve results *

36
Q

Interactional justice

A

Interactional justice: fairness with which people are treated within an organization

37
Q

What is the relationship between job satisfaction and productivity

A

small but significant

38
Q

High job satisfaction is related to prosocial behaviour as opposed to counterproductive behaviour.

Define both

A

prosocial behaviour: helpful behaviour directed at customers, coworkers, and supervisors

counterproductive behaviour: relates to disatisfaction in work

39
Q

What are the 5 steps to the work design process

A
  1. Explore: identify and prioritize problems
  2. Identify: detailed analysis (via task description, and task analysis)
  3. ideate: prototype design
  4. test: user testing and evaluation
  5. evaluate - ongoing monitoring (KPI and surveys)
40
Q

Why evaluate jobs?

A
  • performance appraisals
  • job classifications
  • return to work planning
  • hiring
  • training
41
Q

Describe how jobs are broken down

A

job family - classification (construction)

jobs - generic names (brick layer, carpenter)

duty - # of different responsibilties

tasks - in order to complete a responsibility, i need to do a bunch of tasks

activity - smallest amount of a task that you can measure

42
Q

What are some methods of job analysis

A

observation
interview
worker diaries
questionnaires
workload measurements
physical and physiological assessments

43
Q

A functional job analysis rates what 3 things about a job

A

data - mental resources (analyzing, synthesizing, copying)
people - interpersonal resources
things - physical resources

44
Q

What is a process flow and what is it useful for?

A

schematic sequence of activities useful for workflow and procedure analysis

45
Q

Link diagrams
- what?
- useful for ?

A

top spatial overview of activities
- helps to understand frequency, importance and sequence of tasks

useful for
-traffic flow
- communication flow
- material handling flow

46
Q

What is hierarchical task description

A

organizes tasks and subtasks

47
Q

critical task critieria

A

Tasks which are repetitive

Tasks which have high incidence of human error

Tasks which have high incidence of dissatisfaction/injury

Tasks where human performance might seriously effect system performance.

48
Q

What are some cognitive job demands

A
  • hearing
  • vision
  • perception
  • speech
  • reading
  • writing
  • safety awareness
  • self supervision
  • deadline and work pressure
49
Q

Cognitive task description/ analysis techniques

A

Applied cognitive task analysis (ACTA): uses interviews to get the cognitive process of the job

  1. Task diagram interview
  2. knowledge audit
  3. simulation interview
  4. cognitive demands table
50
Q

How can one measure the mental workload of a job?

A
  • task times - if someone isn’t meeting the standard and the standard is appropriate - perhaps indicative of a mental workload present
  • have person perform a secondary task while doing their primary work task (have a dental surgeon count backwards from 70 by 4s to see how much of their mental capacity they are using while performing surgery)
  • physiological measures (HR, EEG, MRI)
51
Q

organizational network analysis

A

organizational network analysis: used to look at people within organizations and the relationships among them that are vital for knowledge sharing, collaboration, effectiveness, and innovation.
Patterns of connectivity within and across organizational groupings.
Who are the people who hold the network together?
Administer questionnaires about interactions

BPK 381 (9 decks)

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