Satisfaction at work

Question 1

Herzberg (1959)

Answer 1

Two-factor theory
hygiene factors (status, security, personal life…)
motivators (personal growth, work itself, recognition…)

Question 2

Chapman (2008)

Answer 2

Herzberg
satisfaction: achievement, recognition, work itself
dissatisfaction: policy, technical supervision…
200 US engineers and accountants

Question 3

Hackman and Oldham (1976)

Answer 3

Job Characteristics Theory
Meaningfulness:
1. skill variety
2. task identity: completion of whole piece of job
3. task significance: impact on others
Responsibility
4. autonomy
Knowledge of results
5. feedback

Question 4

JDS

Answer 4

Hackman and Oldham
Job Diagnostic Survey
questionnaire
meta-analysis of 200 studies support the model and outcome. (Fried and Ferris)

Question 5

Job design

Answer 5

job enrichment: greater variety
job enlargement: horizontal: more/vertical:high level, challenging, responsibilities
job rotation: regular changes of tasks

Question 6

JDI

Answer 6

Job Descriptive Index
Smith et al. (1969)
yes/no
experience of the work
salary
promotion prospects
experience of supervision
experience of co-workers

Question 7

MSQ

Answer 7

Minnesota Satisfaction Questionnaire
Weiss et al. (1967)
100/20 questions
5 point scale: not satisfied to extremely satisfied
has negative scoring scale
15 translations

Question 8

QWL

Answer 8

Quality of working life
Walton
five point scale, very dissatisfied to very satisfied
1. pay
2. work condition
3. opportunity to develop skill
4. career growth
5. social relations
6. total life space
7. constitutionalism (policies...)
8. social relevance

Question 9

Genetic

Answer 9

Higher correlation in twin adults’ job satisfaction than general population
Arvey et al. (1989)

Question 10

Giacalone & Rosenfeld (1987)

Answer 10

38 labourers at a northeastern electrical factory
work slowdown
destruction of machinery
dishonesty
causing chaos
two questionnaires
1 to 7
median split, natural variable: high/low reason accepters
not cause/effect
not behaviour (measures attitude)
high justified more than low except dishonesty
dishonesty might be a different type, self-serving/threatens self-esteem

Question 11

Blau and Boal (1987)

Answer 11

job involvement
organisational commitment
high j/high o: institutionalised star - sick
high j/low o: lone wolves - pursue career enhancing prospects
low j/high o: corporate citizen - allocated days off
low j/low o: apathetic employee - take advantage…

Question 12

Scott and Mabes

Answer 12

women’s absenteeism is thought to be influenced by society

negative correlation between job satisfaction and absenteeism in men was higher than with women

Question 13

Mowday et al. (1979)

Answer 13

OCQ
organisational commitment questionnaire
15 items
1 to 7, contains reverse-scored items
2563 people from different jobs
test-retest, high reliability
correlate with intention to remain with the organisation
predictive validity was checked with how long they would stay
cognitive dissonance