Satisfaction, Commitment, & Stress Flashcards
Satisfaction & Commitment
research provides evidence that this job-related concept is stable over time & across jobs & careers
job satisfaction
Satisfaction & Commitment
list the 3 concepts that have been linked to the stability of job satisfaction
1) self-esteem (with higher levels being associated with higher levels of both job & life satisfaction
2) affective disposition (tendency to respond to a variety of situations in a similarly favorable or unfavorable way
3) genetic predisposition (to respond to work in a particular way)
Satisfaction & Commitment
Arvey et al.’s (1989) study of male identical twins separated soon after birth found that the twins had similar levels of this as adults
job satisfaction
Satisfaction & Commitment
Arvey et al.’s (1989) study examining job satisfaction with adult male identical twins separated soon after birth allowed them to conclude that about ____% of observed variability in job satisfaction scores is attributable to genetic factors
30%
Satisfaction & Commitment
list the 3 types of organizational justice
1) distributive
2) procedural
3) interactional
Satisfaction & Commitment
this type of justice refers to the fairness of the distribution of resources & other outcomes
distributive justice
Satisfaction & Commitment
this type of justice refers to the fairness of the procedures used to determine outcomes
procedural justice
Satisfaction & Commitment
this type of justice refers to the fairness of the way that outcomes are communicated to workers and is divided into 2 subtypes: interpersonal & informational
interactional justice
Satisfaction & Commitment
this type of interactional justice refers to how people are treated in interactions
interpersonal interactional justice
Satisfaction & Commitment
this type of interactional justice refers to how information is explained
informational interactional justice
Satisfaction & Commitment
which type of justice is most highly related to job satisfaction
all 3 types are positively related to job satisfaction, with no clear consensus about which type is most hightly related
Satisfaction & Commitment
job satisfaction has been linked to longevity & psychological and physical health, with the correleation between job satisfaction and ____ health being somewhat higher than the correlation between job satisfaction and ____ health
psychological health being somewhat higher than the correlation between job satisfaction and physical health
Satisfaction & Commitment
Iaffaldano & Muchinsky’s (1985) meta-analysis found the average correlation coefficient for job satisfaction & performance to be ____; however, Judge et al. (2001) aruged the previous study’s methodology was flawed and produced a coefficient of ____
.17; .30
Satisfaction & Commitment
some research provides evidence that the relationship between job satisfaction & performance is stronger when pay & other reinforcers are closely linked to performance, which suggests that reinforcement is a ____ variable & that performance affects ____ rather than vice versa
moderator variable; affects satisfaction
Satisfaction & Commitment
list the 3 main types of organizational commitment
1) affective
2) continuance
3) normative
Satisfaction & Commitment
this type of organizational commitment refers to the extent of an employee’s emotional attachment to the organization
affective commitment
Satisfaction & Commitment
this type of organizational commitment refers to the extent to which an employee believes they must stay with the organization for financial reasons or because of a lack of alternative opportunities
continuance commitment
Satisfaction & Commitment
this type of organizational commitment refers to the extent to which an employee is loyal to the organization and feels obligated to stay with it
normative commitment
Satisfaction & Commitment
this job attitude ties an individual to an organization & has a somewhat larger correlation coefficient with satisfaction than with other job outcomes (e.g., performance or turnover)
organizational commitment
Satisfaction & Commitment
which type of organizational commitment is most highly & consistently correlated with a variety of job outcomes
affective commitment
Stess & Burnout
list the 3 stages of General Adaptation Syndrome and characteristics of each stage
1) alarm reaction stage: sympathetic nervous system is activated and epinephrine, cortisol, & adrenaline are released, which increases heart & respiration rates and glucose levels and causes other physical changes associated with the fight-or-flight response
2) resistance stage: some physiological functions return to normal while cortisol continue to circulate, which helps the body maintain high energy & cope with the stressor
3) exhaustion stage: loss of body’s ability to maintain elevated hormone levels, physiological processes begin to break down
Stess & Burnout
list 4 potential consequences of prolonged exposure to stress according to General Adaptation Syndrome
1) immune system suppression & increased risk of infection
2) increased blood pressure & increased risk of heart attack
3) increased risk of headaches, indigestion, & insomnia
4) potential damage to the hippocampus & can’t form new long-term memories
Stess & Burnout
list 3 sources of work-related stress
1) lack of control (over work-related factors)
2) work-family conflict
3) downsizing
Stess & Burnout
this source of stress can be related to scheduling, pace of work, or other work-related factors and has been linked to higher levels of psychological & physical symptoms and poorer job outcomes
lack of control
Stess & Burnout
Spector’s (1986) meta-analysis indicated that low perceived control at work is related to what 4 outcomes
1) job dissatisfaction
2) reduced performance
3) emotional distress
4) health problems
Stess & Burnout
research has also linked (machine- or self-paced) work to higher-than-normal levels of the stress hormone cortisol
machine-paced work
Stess & Burnout
this is a major source of stress that occurs when workers experience conflict between the roles they fulfull at work and in their personal life and has been linked to a number of undesirable outcomes
work-family conflict
Stess & Burnout
research has shown that:
A) women show higher levels of work-family conflict than men
B) men show higher levels of work-family conflict than women
C) women show lower levels of work-family conflict
D) men and women show similar levels of work-family conflict
D) men and women show similar levels of work-family conflict
Stess & Burnout
for research that included only dual-earner couples, (men/women) reported slightly greater work-to-family interference, while (men/women) reported slightly greater family-to-work interference
men; women
Stess & Burnout
this term refers to the planned elimination of jobs to maximize efficiency and reduce labor costs
downsizing
Stess & Burnout
this concept, often experienced by workers who have maintained their position after downsizing, is characterized by reduced job satisfaction and organizational commitment, a sense of loss of control, somatic symptoms, anxiety, depression, insomnia, & guilt about maintaining their position
survivor syndrome
Stess & Burnout
list 2 factors attributed to survivor syndrome
1) a sense of unfairness
2) a reduction in trust caused by the organization’s violation of the psychological contract
Stess & Burnout
this concept is associated with survivors syndrome and refers to the implied exchange relationship that exists between an employee & the organization
psychological contract
Stess & Burnout
list 2 ways to reduce the negative effects of downsizing for both victim & survivors
fair procedures to determine which employees will be laid off that are clearly communicated to employees
Stess & Burnout
this term refers to the potential consequence of chronic work-related stress and consists of 3 core characteristics: exhaustion, depersonalization & cynicism, and a sense of inefficacy
job burnout
Stess & Burnout
list an early sign of burnout
an increase in time & effort put into work without an increase in productivity
Stess & Burnout
early burnout is often accompanied by these 4 symptoms
1) irritability
2) negativity
3) social withdrawal
4) somatic symptoms
Stess & Burnout
Maslach et al. (2001) proposed that the risk for burnout increases when there’s a mismatch between the individual and these 6 aspects of the work environment
1) workload
2) control
3) reward
4) community
5) fairness
6) values
Stess & Burnout
list 3 individual characteristics that have been linked to resistance to stress
1) hardiness
2) organization-based self-esteem
3) Type A behavior patter
Stess & Burnout
this personality trait linked to resistance to stress increases a person’s resistance to the harmful effects of stress and refers to individuals who have a sense of control over their own lives, a sense of commitment to family & work, and tendency to view new experiences as challenges rather than threats
hardiness
Stess & Burnout
research has confirmed that hardiness not only increases resistance to stress but also is associated with what?
better physical & mental health
Stess & Burnout
this refers to employees’ perceptions of their value as organization members and is associated with higher levels of job satisfaction & organization commitment, as well as job stress (e.g., people with low levels of this are more likely to be affected by stress & more passive in coping with it than those with high levels)
organizational-based self-esteem (OBSE)
Stess & Burnout
this is characterized by a chronic sense of time urgency, excessive competitiveness, & hostility, has been linked to an increased risk for coronary heart disease, and is associated with increased susceptibility to the negative effects of stress
the Type A behavior pattern
Stess & Burnout
though not entirely consistent, research provides some evidence that, of the core characteristics, this is most associated with an increased risk for heart disease
hostility
