What are the two approaches to assessing job satisfaction?
Global approach: overall satisfaction
Facet approach: specific aspects, social connections, reward and punishment system, and nature of work (tasks performed)
What are the most and least important aspects to job satisfaction, as rated by Americans?
Least: pay
Most: nature of work
How do we, IO psychologists, measure job satisfaction?
Job Descriptive Index, JDI
- survey, assesses satisfaction with work itself, supervision, people, pay and promotion
Minnesota Satisfaction Questionnaire
- survey, assess 20 areas and calculates extrinsic (external work, tasks, pay, benefits) and intrinsic (individual work) satisfaction scores
What are the main factors of job satisfaction?
- Job Characteristics
- Pay
- Personality
Define the five core job characteristics.
- Autonomy
- Feedback
- Skill Variety
- Task Identity
- Task significance
How is pay related to job satisfaction?
Pay itself is not strongly correlated, pay fairness is highly liked to job satisfaction
What are the impacts of job satisfaction?
- Overall job performance
- Turnover rate, dissatisfied people are more likely to quit
3, Health and well-being, physical symptoms and negative emotions
Define organizational commitment.
Psychological and emotional attachment to an organization, feeling aligned with their beliefs and values. Typically results in higher job satisfaction and commitment
What are the three types of organizational commitment?
1, Affective commitment: emotional attachment to organization, relationships and job vibes
2. Continuance commitment: cost of leaving an organization, moving, livelihood, difficulty in finding a new job
3. Normative commitment: an obligation to remain in an organization, contracts, military, etc
When assessed, what organizational commitment type had the strongest relationship?
- Affective commitment (emotional ties) is the strongest relationship with reasons to leave
- Continuance (cost of leaving) and Affective commitment had to strongest relationship with reasons to leave
Was there a relationship to job stress with organizational commitment?
No, however the big five had a very strong correlation
What are workplace emotions?
Affect: general feelings, captures both mood and emotions (why its called affective commitment)
- Mood: general states of feeling for a period of time
- Emotions: Strong feelings for a short period of time
What are the consequences of emotions on work?
Negative emotions lead to:
- lower job satisfaction
- more absence
- more turnover
- more counterproductive work behavior
Positive emotions lead to:
- more creativity
- higher job satisfaction
- less turnover
- more contextual performance
Define emotional labor.
Managing one’s emotions that come from work
- display rules: organizational expectations for an employee’s emotions (handling mean customers)
- emotion regulation: surface acting, deep acting
What does research suggest about workplace emotions?
- a negative environmental event is 5 times stronger than a positive event
- positive events are more frequently recalled than negative events
- employees experience more positive emotions interacting with coworkers and customers than with supervisors
Define work group vs work team.
- Work group: collection of people who interact and share task goals
- Work team: work group that is interdependent and coordinate, accomplish common tasks and objectives
Define roles and norms.
Roles: expected behavior pattern of a position
- decided by job description
Norms: unwritten rules of behavior accepted by group members that regulates behavior
- decided by discussed expectations
Define group cohesion.
How well a group gets along, likely due to shared goals, beliefs, and interests.
Define group conflict.
- cooperative conflict: members sharing different views and opinions
- competitive conflict: members promote their views and shutdown others ideas
Define process loss.
Time spent in group activities that aren’t related to group goals
- conflict resolution, norm enforcement, socializing
Define team commitment.
Acceptance of team goals, willingness to work, form of commitment that relates to team performance and member satisfaction
Define group polarization.
Tendency for groups to make a riskier decision than an individual
Define groupthink.
When group members go with a flawed thought process due to too much group cohesion (similar beliefs and opinions) and they don’t feel able to go against the group
Define group diversity.
Differences among group members, racially, ethnically, age, gender, or general personality
