Organizational psychology Ch 3 (W4 b)

Question 1

Values

Answer 1

Personal convictions about what one should strive for in life and how one should behave ( most stable)

Question 2

Work attitudes

Answer 2

Thoughts and feelings focused directly on a person’s current job or organization –> not very stable compared to work values (moderately stable)

Question 3

Work moods and emotions

Answer 3

how people they experience work (not satble)

Question 4

Intrinsic work values

Answer 4

Values that are related to the nature of the work itself (people will learn something because they want to)

Question 5

Extrinsic work values

Answer 5

Values that are related to the consequences of work (people will do the job because they need money

Question 6

Types of work values

Answer 6

Intrinsic and extrinsic

Question 7

Ethical values

Answer 7

one’s personal convictions about what is right and wrong

Question 8

Utilitarian values

Answer 8

Happiness for all

Values that dictate that decisions should be made that generate the greatest good for the greatest number of people.

Question 9

Moral rights values

Answer 9

Fundamental rights
Values that dictate that decisions should be made in ways that protect the fundamental rights and privileges of people affected by the decision.

Question 10

Justice values

Answer 10

Fairies of decision
Values that dictate that decisions should be made in ways that allocate benefit and harm among those affected by the decisions in a fair, equitable, or impartial manner.

Question 11

Code of ethics

Answer 11

A set of formal rules and standards, based on ethical values and beliefs about what is right and wrong, that employees can use to make appropriate decisions

Question 12

Whistleblower

Answer 12

A person who informs authority of instances of illegal, or unethical behavior in an organization

Question 13

Job satisfaction

Answer 13

collection of feelings and beliefs that people have about their current jobs.

Question 14

What components job satisfaction include? (3)

Answer 14

job satisfaction and organizational commitment, are made up of three components: feelings, the affective component; beliefs, the cognitive component; and thoughts about how to behave, the behavioral component

Question 15

Emotion

Answer 15

Intense short-lived feelings linked to a specific cause

Question 16

Emotional labor

Answer 16

The work employees perform
to control their experience and expression of moods and emotions on the job. (waitress–> needs no show only positive emotions ad suppress negative)

Question 17

Feeling rules

Answer 17

dictate appropriate and inappropriate feelings for a particular setting ( funeral–> you should feel sad)

Question 18

Expression rules

Answer 18

dictate what emotions should be expressed and how they should be expressed in a particular setting

Question 19

Emotional dissonance

Answer 19

occurs when employees are expected to express feelings that are at odds with how the employees are actually feeling.

Question 20

Factors that influence job satisfaction

Answer 20

1) Personality
2) Values (intrinsic or extrinsic)
3) Work situation (like working hours, how far work from home ect)
4) Social influence ( coworkers..)

Question 21

Job facets model

Answer 21

The job can be satisfactory or not based on different components (facets) such as responsibility, safety of job and so on on which scores can be given. The manager should be watching whether a fast is missed in specific job. Some more facets are more important than others (important to take into account)

Question 22

Motivator hyegine theory

Answer 22

there are motivator need and hygine needs. Motivational needs are those that are associated with the actual work itself and how challenging it is, how much autonomy it has and so on.
Hygiene needs are associated with the physical and psycholog- ical context in which the work is performed ( like working hours and setting.
1. When motivator needs are met, employees will be satisfied; when these needs are not met, employees will not be satisfied.
2. When hygiene needs are met, employees will not be dissatisfied; when these needs are not met, employees will be dissatisfied.
You can be satisfied in one aspect and dissatisfied in another

Question 23

The discrepancy model of job satisfaction

Answer 23

imple idea: to determine how satisfied they are with their jobs, employees compare their job to some ideal job
for example, we could ask employees “how much” of the facet they currently have on the job compared to what they think their jobs should have. The difference between these two quantities would be the employees’ level of satisfaction with the facet.

Question 24

The Steady-State Theory

Answer 24

An equilibrium is necessary to achieve job satisfaction. One set may be more satisfactory than other but in the end it should cancel each other out

Question 25

Job satisfaction is not strongly related to:

Answer 25

The results indicate that job satisfaction is not strongly related to job performance
Job absenteeism ( not showing up)- is not related to job satisfaction but rather influenced by other factors like kids etc

Question 26

Turnover

Answer 26

is the permanent withdrawal of an employee from the employing organization.
high job satis- faction leads to low turnover (quitting job)

Question 27

Organizational citizenship behaviour

Answer 27

Behavior that is not required but is necessary for organizational sur- vival and effectiveness.
If satisfied with a job–> have more involved in this behaviors

Question 28

Affective commitment exists

Answer 28

when employees are happy to be members of an organization, believe in and feel good about the organization and what it stands for, are attached to the organization, and intend to do what is good for the organi- zation.

Question 29

Continuance commitment

Answer 29

exists when employees are committed not so much because they want to be but because they have to be—when the costs of leaving the organization (loss of
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seniority, job security, pensions, medical benefits, and so on) are too great.