week 12 - emotions and attitudes

Question 1

define job satisfaction

Answer 1

Positive attitude or emotional state resulting from appraisal of one’s job

Question 2

job satisfaction brief history

Answer 2

Found both job-related & individual difference variables might influence job satisfaction

Question 3

what is the hawthorne effect

Answer 3

Change in behavior or attitudes that was the simple result of increased attention

Question 4

two types of satisfaction measurement

Answer 4

1- overall satisfaction

2- facet satisfaction

Question 5

explain overall satisfaction

Answer 5

Results either from mathematically combining scores based on satisfaction or a single overall evaluative rating of the job

Question 6

explain facet satisfaction

Answer 6

Information related to specific elements of job satisfaction

Question 7

what are the types of satisfaction questionnaires?

Answer 7

1- Job Descriptive Index (JDI): Assesses satisfaction with work itself, supervision, people, pay, & promotion
Heavily researched but tends to be lengthy

1- Minnesota Satisfaction Questionnaire (MSQ)
Calculates “extrinsic” & “intrinsic” satisfaction scores

Question 8

define the concept of commitment

Answer 8

Psychological & emotional attachment an individual feels to a relationship, organization, goal, or occupation

Question 9

what are the 3 components to organizational commitment

Answer 9

(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

Question 10

what are the three forms of organizational commitment

Answer 10

1- Affective commitment
Emotional attachment to an organization
2- Continuance commitment
Perceived cost of leaving the organization
3- Normative commitment
Obligation to remain in the organization

Question 11

explain Organizational identification (OID)

Answer 11

• Process whereby individuals derive a feeling of pride and esteem from their association with an organization.
• Individuals may also take pains to distance themselves from the organization for which they work—this would be called organizational disidentification.

Question 12

explain employee engagment

Answer 12

• Positive work-related state of mind that includes high levels of energy, enthusiasm, and identification with one’s work
• Overlaps positively with job sat., org. commitment, and job involvement
• But is distinct from these constructs and has important organizational implications (i.e., increased engagement on the part of workers is related to increased task and contextual performance)

Question 13

define mood

Answer 13

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

Question 14

define emotion

Answer 14

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

Question 15

what are the three types of emotions

Answer 15

1- Process emotions
Result from consideration of tasks one is currently doing
2- Prospective emotions
Result from consideration of tasks one anticipates doing
3- Retrospective emotions
Result from consideration of tasks one has already completed

Question 16

define negative affectivity

Answer 16

• Often referred to as neuroticism

- Individuals prone to experience diverse array of negative mood states

Question 17

define positive affectivity

Answer 17

• Often referred to as extraversion

- Individuals prone to describe themselves as cheerful, enthusiastic, confident, active, & energetic

Question 18

define work withdrawal

Answer 18

Attempt to withdraw from work but maintain ties to organization & work role (includes lateness & absenteeism)

Question 19

define job withdrawal

Answer 19

Willingness to sever ties to organization & work role (includes intentions to quit or retire)

Question 20

what is a psychological contract

Answer 20

• Beliefs that people hold regarding the terms of an exchange agreement between them and an organization.
• When psychological contracts are broken, lower work attitudes and job performance are likely.
  Psychological contracts are receiving a lot of attention in the 21st Century workplace where long-term employment in 1 organization is increasingly rare.