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Definition
| a pleasurable emotional state resulting from the appraisal of one's job or job experiences. how you think and feel about your job |
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| things that people consciously and subconsciously want to seek or attain |
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| helping others; moral causes |
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| argues that job satisfaction depends on whether you PERCEIVE that your job supplies the things that you VALUE. |
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| (V-want - V-have) x V-importance |
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| 5 facets of the Value-Percept Theory |
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| Pay, Promotion, Supervision, Coworker, and Satisfaction with the Work Itself |
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| refers to employee's feelings about their pay, including whether it is as much as they deserve, secure, and adequate for both normal expenses and luxury items. |
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| refers to employee's feelings about the company's promotion policies and their execution, including whether promotions are fair, frequent, and based on ability |
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| reflect employee's feelings about their boss, including whether the boss is competent, polite, and a good communicator. |
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| refers to employee's feelings about their fellow employees, including whether they are smart, responsible, helpful, fun, and interesting as opposed to lazy, gossipy, boring, etc. |
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| satisfaction with the Work Itself |
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Definition
| reflect employee's feelings about their actual work tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable. |
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Term
| Single strongest driver of overall job satisfaction based on the Value-Percept theory is___. The lowest is___. |
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Definition
Work Itself is highest.
Pay is the lowest.
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Term
| 3 critical psychological states that make work satisfying are ____ |
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Definition
1. meaningfulness of work
2. responsibility for outcomes
3. knowledge of results |
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Definition
| reflects the degree to which work tasks are viewed as something that "counts" in the employee's system of philosophies and beliefs |
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| Responsibility for Outcomes |
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| the degree to which employees feel that they are key drivers of the quality of the unit's work. |
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| reflects the extent to which employees know how well (or how poorly) they are doing |
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| Job Characteristics Theory |
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Definition
| describes the central characteristics of intrinsically satisfying jobs. Tried to answer what kinds of tasks create the 3 critical psychological states of satisfying work. |
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| 5 core job characteristics of the Job Characteristics Theory |
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Definition
Variety, Identity, Significance, Autonomy, Feedback
V-I-S-A-F |
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| the degree to which the job requires a number of different activities that involve a number of different skills and talents. |
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| the degree to which the job requires completing a whole, identifiable piece of work from beginning to end with a visible outcome. |
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| the degree to which the job has a substantial impact on the lives of other people, particularly people in the world at large |
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| degree to which the job provides freedom, independence, and discretion to the individual performing the work. |
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| the degree to which carrying out the activities required by the job provides the worker with clear information about how well they are performing. This is referring to feedback DIRECTLY FROM THE JOB, not from coworkers or supervisors. |
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Term
| Job characteristics and satisfaction becomes _____ when growth need strength increases. |
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Definition
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| If employees lack the required knowledge and skill or lack a desire for growth and development, more variety and autonomy should ___ increase satisfaction very much. |
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Definition
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Term
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Definition
| the duties and responsibilities associated with a job are expanded to provide more V-I-S-A-F. |
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Term
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Definition
| states of feelings that are often mild in intensity, last for an extended period of time, and are not explicitly directed at or caused by anything |
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Term
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1. pleasantness
2. Engagement |
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| 2 things responsible for satisfaction fluctuations (the ebbs and flows in satisfaction levels) |
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Definition
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| Most Intense Negative Moods |
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Definition
| hostile, nervous, annoyed |
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| Most Intense Positive Moods |
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Definition
| enthusiastic, excited, elated |
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| states of feelings that are often intense, last for only a few minutes, and are clearly directed at (and caused by) someone of something. -always about something |
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| the need to manage emotions to complete job duties successfully |
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| shows that one person can "catch" or "be infected by" the emotions of another person |
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| Job Satisfaction has a ______ positive effect on Job Performance |
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| Job Satisfaction has a ______ positive effect on Organizational Behavior |
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| job satisfaction is also correlated ______ with citizenship behavior |
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| job satisfaction has a ______ negative correlation with counterproductive behavior |
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| Job satisfaction is _______ correlated with affective AND normative commitment. |
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| job satisfaction is ________ with continuance commitment because satisfaction doesn't create a cost-based need to stay. |
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Definition
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Term
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Definition
| the degree to which employees feel a sense of happiness with their lives. Job satisfaction is one of the strongest predictors of life satisfaction. |
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Term
| Job Descriptive Index (JDI) |
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Definition
| assesses pay, promotion, supervisor, coworker, and work itself satisfaction. provides national norms for all facets and breaks down those norms according to relevant demographic groups. |
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