Organizational Topics

Question 1

Job Characteristics Model

Answer 1

Question 2

Job Enrichment vs Enlargement

Answer 2

Question 3

4 Approaches to Job Design

Answer 3

Question 4

Job Crafting Model

Answer 4

Question 5

Forms of Job Crafting

Answer 5

Question 6

Integrative model of job satisfaction and job performance

Answer 6

Question 7

Integrative model of Job Design

Answer 7

The current take (expanded JCM)

Question 8

Types of info sought by newcomers

Miller & Jablin (1991)

Answer 8

Question 9

Newcomer info seeking model

Answer 9

Question 10

Role Making/Taking Process

Katz & Kahn (1978)

Answer 10

Question 11

History of Job Design Developments

Parker et al., 2017

Answer 11

Question 12

Future directions for work design

Parker et al., 2017

Answer 12

Question 13

Role identity salience process

Answer 13

Question 14

The combined culture/climate model proposed by Schneider et al., 2011

Answer 14

Question 15

Main Take Aways for Climate and Culture

Schneider et al., 2013

Answer 15

Question 16

Future research questions/issues with climate and culture

Answer 16

Question 17

Competing values framework linking culture and effectiveness

Answer 17

Question 18

Emotion/Affectivity related terms

Answer 18

Question 19

How do org justice perceptions relate to turnover intentions?

Answer 19

Question 20

Stress-strain-turnover integrated model

Answer 20

Question 21

How does employee engagement relate to SDT and organizational commitment?

(Meyer, 2014)

Answer 21

Question 22

How do individual differences influence the withdrawal process?

(Model)

Answer 22

Question 23

Visual depiction of how individual differences influence withdrawal behaviors… explain this

Answer 23

Question 24

Original Model of Organizational Withdrawal

Harrison & Newman, 2003

Answer 24

Question 25

What’s the relationship between regulatory focus and commitment?

Answer 25

Question 26

Antecedents and consequences of withdrawal states

Answer 26

Question 27

Key Developments in Job Turnover Research

Answer 27

Question 28

Job Design (modern definition)

Answer 28

encapsulating the processes and outcomes of how work is structured, organized, experienced, and enacted (Morgeson & Humphrey, 2008)

Question 29

Job Design (old definition)

Answer 29

the set of opportunities and constraints structured into assigned tasks and responsibilities that affect how
an employee accomplishes and experiences work (Hackman & Oldham, 1980)

Question 30

Feedback (JCM)

Answer 30

the extent to which the job itself provides clear, direct information about performance effectiveness

Question 31

3 psychological states of JCM

Answer 31

Meaningfulness

sense of responsibillity

knowledge of results

Question 32

task significane (JCM)

Answer 32

the extent to which the job provides opportunities to have a positive impact on the well-being of other people

Question 33

task identity (JCM)

Answer 33

the extent to which the job allows individuals to complete a whole, identifiable, visible piece of work from start to finish

Question 34

skill variety (JCM)

Answer 34

the extent to which the job involves a wide range of capabilities and talents

Question 35

autonomy

Answer 35

the extent to which the job provides freedom and discretion in how and when to do the work

Question 36

What theories did the JCM stem from/incorporate?

Answer 36

Turner and Lawrence’s framework of task attributes with some aspects of expectancy theory

Question 37

Why is Job Design research important?

(Grant et al., 2011)

Answer 37

1. it is one of only a handful of org theories rated as both valid, important, AND useful
2. both managers and employees have opportunites to change job design on a regular basis– so it provides actionable insight
3. job design is a foundational influenes on the actions and experiences of all employees
4. the nature of jobs/work is changing now more than ever

Question 38

The Motivating Potential Score (JCM)

Answer 38

MPS= autonomy x feedback x 1/3 (task sig + task identity + skill variety)

Question 39

Validity of the JCM

Answer 39

Meta-analyses reveal there’s a larger influence on attitudinal outcomes than performance outcomes

• autonomy is the ony one shown to consistently influence job performance

Mediation of the critical psychological states is generally supported

• the growth needs strength moderation evidence is mixed