Chapter 10: Employee Satisfaction and Commitment

three motivational facets of organizational commitment

the extent to which an employee wants to remain with an organization and cares about the organization, and is willing to exert effort on its behalf

the extent to which an employee believes she must remain in the organization due to the time, effort, and expenses that she already put into it or the difficulty she would have in finding another job

the extent to which an employee believes he must remain in the organization out of obligation

this theory postulates that some variability in job satisfaction is due to an individual’s personal tendency across situations to enjoy what she does

Internal locus of control

a study by Ganzach suggests that bright people have __________ level of job satisfaction than do less intelligent employees in jobs that are not complex

Individual predisposition factors to job satisfaction

factors of person-organization fit

this theory postulates that employees observe level of job satisfaction of other employees and then model those levels

A theory that postulates that if employees believe that they are being treated fairly, they will be more likely to be satisfied with their jobs

The perceived fairness of the actual decision made by the organization

The perceived fairness of the methods used by the organization to make a decision

The perceived fairness of the interpersonal treatment receives from the organization

a system in which employees are given the opportunity to perform several different job

a system in which employees are given more tasks to perform at the same time

a system in which employees are given more responsibilities over the tasks and make job-related decisions

difference between job enlargement and job enrichment

theorists who developed job characteristics theory

a measure of the extent to which a job provides opportunity for growth, autonomy, and meaning

methods to increase the level of job enrichment

a participatory management technique that enlists the help of employees in solving problems related to their own jobs.

employee groups that meet to propose changes that will improve productivity and the quality of work life

two ways of measuring job satisfaction

a standard measure of job satisfaction in which raters place a mark under a facial expression that is most similar to the way that they feel about their jobs

disadvantages of using Faces Scale

a measure of job satisfaction that yields score on five dimensions of job satisfaction:

•pay

•promotional opportunities

•supervision

•coworkers

•work

a measure of job satisfaction that contains 100 items that yields scores on 20 dimensions

a measure of overall level of job satisfaction

a 15-item questionnaire that measure three commitment factors:

• acceptance of the organizations goals and values

• willingness to work to help the organization

•a desire to remain with the organization

Consequence of dissatisfaction and other negative work attitudes

organizational citizenship behavior

two types of counterproductive behaviors:

person/organization fit

the extent to which employees have a links to their jobs and community, the importance o these links, and the ease with which these links could be broken and reestablished elsewhere

if an employee has many friends at work or in the community, is actively involved in community organizations, and has a spouse who has an excellent job; it would be difficult to leave the organization, the employee is said to have

a method of absenteeism control in which employees are paid for their unused sick leave

a method of absenteeism control in which employees who meet an attendance standard are given cash reward

an absenteeism control in which games such as bingo and poker are used to reward employee attendance

an attendance policy in which all paid vacations, sick days, holidays, and so forth are combined

Facets of employee satisfaction

motivational facets of organization commitment

one of the motivational facets of organization commitment that refers to the extent to which an employee wants to remain with the organizations, cares about the organization, and is willing to exert effort on its behalf

one of the motivational facets of organization commitment that refers to the extent to which employees believe they must remain with an organization due to the time, expense, and effort they have already put into the organization

one of the motivational facets of organization commitment that refers to the extent to which employees feel an obligation to remain with an organization

according to this theory, some variability in job satisfaction is due to an individual's personal tendency across situations to enjoy what she does. thus, certain types of people will generally be satisfied and motivated regardless of the type of job they hold

Factors that affect the personal predisposition of an employee to be satisfied with their jobs

Four Personality variables that are related to people's predisposition to be satisfied with their life and jobs

perceived ability to master their environment

perceived ability to control their environment
| ex: employees who believe that they have control over their lives, especially their work lives

represents the mutual beliefs, perceptions and informal obligations between an employer and an employee.

ways to ensure that employees' job expectations are being met

Ways to determine whether an employee is a good fit with the job and the organization

a theory stating that employees model their levels of motivation and satisfaction from other employees

ways to improve the employees' perception of being treated fairly

3 aspects of the Organization Justice

Organizational Justice

one of the aspects of organizational justice that refers to the perceived fairness of the actual decisions made with the organization

one of the aspects of organizational justice that refers to the perceived fairness of the process or methods used by an organization to arrive at the decision

one of the aspects of organizational justice that refers to the perceived fairness of the interpersonal treatment employees receive in an organization

the highest level in Maslow's Hierarchy of Needs that pertains to the need for growth and challenge

ways for an organization to help to satisfy employees' self actualization needs

a system that on which employees are given the opportunity to perform several different jobs in am organization

a system in which employees are given more tasks to perform in am environment

a system in which employees are given more responsibility over that tasks and decisions related to their job

a system in which employees are given more responsibility over that tasks and decisions related to their job

a theory that certain characteristics of a job will make the job more or less satisfying, based on employees' needs

a measure of the extent a job provides opportunities for growth, autonomy, and meaning