Week 6

Question 1

Attitude

Answer 1

A summary evaluation of a psychological object captured in such attribute dimensions as good/bad, harmful-beneficial, pleasant/unpleasant, and likable/dislikable. Typically (although not always) will include some behavioural intent aligned with nature of the attitude. E.g. “I like my boss. I am going to work really hard for her”. However behavioural intent does not equal actual behaviour.

Question 2

Job Attitude

Answer 2

Attitude(s) towards tasks comprising of a specific job

Question 3

Work attitude

Answer 3

Attitude(s) towards more general aspects of work

Question 4

Examples of workplace attitudes

Answer 4

Job involvement

Organisational commitment

Work engagement

Job satisfaction

Question 5

Values

Answer 5

The ethics of the individual – what is personally important. e.g. achievement vs. family life. Values can guide attitudes but not necessarily will be related. Values are more abstract than attitudes (which are related to specific objects).

Question 6

Rokeach identifies two types of values

Answer 6

Terminal values and instrumental values

Question 7

Terminal values

Answer 7

The end states or goals that a person would like to achieve in life or feels are highly important to society. E.g. happiness, equality, freedom, a world of beauty, national security

Question 8

Instrumental value

Answer 8

The beliefs around how one will achieve those end goals or codes of conduct. E.g. honesty, obedience, responsibility, independence

Question 9

Job Involvement

Answer 9

A cognition that refers to the extent to which individuals identify psychologically with their specific job, and the importance of their job to their image of themselves (self-concept), and their intention to engage in the job

Question 10

The three components of job involvement

Answer 10

The degree of psychological identification has with their current job

The importance of this job to the person’s self-concept and self esteem

The intention to engage in tasks associated with this job

Question 11

Job Involvement and organisational outcomes

Answer 11

Evidence that job involvement related to organisational outcomes

There’s a diagram on the slides you may want to have a look at

Question 12

Work engagement

Answer 12

A positive, fulfilling, work-related state of mind that is characterised by vigour, dedication, and absorption. Extends beyond job involvement to recognise the energy and efforts of individuals; feeling of being challenged.

Question 13

Vigour

Answer 13

high levels of energy and resilience, the willingness to invest effort, not being easily fatigued, and persistence in the face of difficulties.

Question 14

Dedication

Answer 14

deriving a sense of significance from one’s work, feeling enthusiastic and proud about one’s job, and feeling inspired and challenged by it.

Question 15

Absorption

Answer 15

being totally and happily immersed in one’s work and having difficulties detaching oneself from it so that time passes quickly and one forgets everything else that is around

Question 16

Outcomes of work engagement

Answer 16

Evidence that work-engagement related to a range of positive individual and organisational outcomes

There’s a diagram on the slides you may want to have a look at

Question 17

Organisational Commitment

Answer 17

The person’s feelings of identification with and attachment to his or her organisation. Includes affective (want to stay), normative (ought to stay) and continuance (need to stay) components.

Question 18

Outcomes of organisational commitment

Answer 18

Affective commitment positively related to employee attendance ) but normative and continuance commitment not related to absenteeism.

Affective and normative commitment positively associated with job performance vs. continuance commitment negatively or not related to job performance.

Question 19

Commitment and organisational support

Answer 19

Affect and normative commitment both positively related to perceived organisational support . However, continuance commitment is negatively related although some other researchers find no relationship

Question 20

Transformational leadership and commitment

Answer 20

Transformational leadership is positively related to affective and normative commitment but negatively to continuance commitment.

Question 21

What is continuance commitment associated with

Answer 21

Continuance commitment negatively associated with transferability of skills and education and positively related to perceived chance for promotion.

Question 22

Job satisfaction

Answer 22

The individual’s affective (emotional) reaction to their job, and how much pleasure or happiness they derive from it

Question 23

The Early models of job satisfaction

Answer 23

Maslow’s Need Hierarchy Theory (“satisfaction” is achieved when a need is fulfilled)

Herzberg’s two-factor theory (“satisfaction” is achieved when hygiene and motivator factors address)

Question 24

Value theory of job satisfaction

Answer 24

A value is what one acts to gain and/or keep. Values can be acquired and learnt. Outcome are differentially valued. There is satisfaction when a value is achieved or secured.

Question 25

Warr’s Vitamin Model

Answer 25

Satisfaction and wellbeing dependant on workplace features or “vitamins” such as task variety, availability of money and supportive supervision. When met there is increased well-being and satisfaction. But too much can lead to negative well-being and satisfaction.

Question 26

The two categories of Antecedents of job satisfaction

Answer 26

Individual and organisational/environmental

Question 27

Individual antecedents of job satisfactio

Answer 27

Personality (satisfied)

Conscientiousness

Negative affectivity (Suggests we can increase job satisfaction through selection of candidates with particular personality traits )

Question 28

Organisational/Environmental antecedents of job satisfaction

Answer 28

Job characteristics: skill variety, autonomy and feedback

Relationships not necessarily transferable cross-culture

Question 29

Consequences of job satisfaction

Answer 29

Improved Work Ethic

autonomy, challenge, variety

Reduced turnover and absenteeism

Increased organisational citizenship behaviours