Beliefs and ideas that are important to an individual

stable, established early on, foundation for understanding: attitudes, behaviors, motivation, perceptions

High: centralized companies, strong hierarchies, large gaps in compensation, authority, and respect

Low: flatter organizations, supervisors and employees considered almost equals

• very formal business conduct with lots of rules and policies
• need and expect structure
• sense of nervousness spurns high levels of emotional and expression

• Informal business attitudes
• accepting of change and risk
• more concern with long term strategy

• High valuation on people's time and their need for freedom
• An enjoyment of challenges and expectation of awards for hard work
• respect for privacy

• Strong group cohesion and loyalty
• harmony more important than honesty
• take responsibility for each other's well-being

• Men are masculine, women are feminine
• well defined distinction b/w men's work & women's work
• values competition, achievement, heroism, assertiveness, material success

• a woman can do anything a man can do
• powerful and successful women are admired and respected
• values relationships, cooperation, quality of life

• Attach more importance to the future
• Ordering relationships by status (older have more authority than young people)
• strong work ethic, perserverance

More concerned with the past and present

High creativity, individualism

Focus on achieving quick results

Key Values: self-sacrifice & Dedication

Key influences: Great Depression and New Deal; WWII, Holocaust; Hiroshima; radio and movies

Other Names: Silent generation; veterans; seniors; greatest generation

Key Values: Hard work & be a team player

Key Influences: vietnam war, assassinations of JFK, MLK; man on moon, women's liberation, environmental concerns

Other names: boomers, "me" generation

Key Values: Life Balance & respect for individuality

Key Influences: demolition of berlin wall; challenger disaster; clinton sex scandal, stock market rise, 24-hour live, dot com, hi-tech start ups

Other names: gen x, baby bust; Xers

Key Values: making a difference in the world & respecting Diversity

Key Influences: oklahoma city bombing; rodney king beating; oj simpson; columbine; y2k; internet; 9/11; enron

other names: baby boom echos; nexters; internet generation; millennials

Theory of Planned Behavior

(Ajzen & Madden 1986)

attitudes

subjective norms

perceived behavioral control

individual's perception of the social pressures to perform or not perform a particular behavior

e.g. deadline driven culture

individual's belief as to how easy or difficult performance of a behavior is likely to be

e.g. data needed to prepare report is generated by another employee

• Job Characteristics
• Individual/Personal Characteristics
• Social Factors
• Growth Opportunities

the structure of work and what it provides

Job Characteristics :

Skill Variety

job allows for a variety of different tasks and KSAs

Job Characteristics:

Task Identity

Job Characteristics:

Task Significance

Job Characteristics:

Autonomy

Antecedents of Job Satisfaction:

Individual/Personal Characteristics

(work-related) self-esteem

self-efficacy

internal locus of control

emotional stability

employee' perception that there is potential to grow, advance, or be promoted within the organization

promotion, merit pay and benefits, job rotation, enlargement, & enrichment

strength of an individual's identification with and involvement in a particular organization

3 components:

affective

continuance

normative

emotional attachment to an organization

acceptance of the organization's values, willingness to exert effort on behalf of the org, & a strong desire to remain part of the org

costs associated with leaving the organization

"sunk costs" - costs that have already been incurred and cannot be recovered

reflects one's obligation to continue employment with the organization (because of pressures of others)

moral commitment

organizational mechanisms

individual/personal characteristics

social factors

• socialization
• logos, insignias
• programs for family members
• message boards
• reward systems

age- positive correlation between age and commitment

job level- positive correlation between job level and commitment

stress- negatively associated with commitment

• co-worker relationships
• participation and social interaction
• role variables (role ambiguity and role conflict)
• supervisory relationships (consideration, communication)

performance: varies on job level and complexity of job

organizational cizenship behaviors: behaviors that are not part of an employee's job, but which make the org a better place to work

Withdrawal behaviors: absenteeism & turnover

Counterproductive Work Behaviors: behaviors that intend to bring harm to an organization or its employees

(theft, sabotage, fraud, violence, bullying)