Org. Behavior Chapter 2
situation factors
-job characteristics-variety in work and feedback -leadership -organizational climate -stressors
outcomes
-task performance -workplace attitudes -well being/flourishing -citizenship behavior -turnover
person factors
-values -personal attitudes -intentions
attitude: -motivation -job involvement -withdrawal cognition -perceived stress behavior: -job performance -organizational citizenship behavior -counterproductive work behavior -turnover Organizational level: -accounting/financial performance -customer service/satisfaction
10 outcomes of job satisfaction (broken into 3 categories)
moderately
Job satisfaction and performance are .... related (This supports the belief that employee job satisfaction is a key workplace attitude managers should consider when attempting to increase employees' job performance)
turnover
Job satisfaction has a moderately strong negative relationship with this term
job satisfaction and job performance
The relationship between ___ and ____ is complex. Researchers now believe both variables indirectly influence each other through a host of person factors and environmental characteristics contained in the Organizing Framework.
Organizational citizenship behavior
all of the following are examples of: Constructive statements about the department. Expression of personal interest in the work of others. Suggestions for improvement. The training of new people. Respect for the spirit as well as the letter of housekeeping rules. Page 69 Care for organizational property. Punctuality and attendance well beyond standard or enforceable levels
psychological contracts
an individual perception about the reciprocal exchange between himself and another party
values
are abstracts ideals that guide our thinking and behavior across ALL situations
withdrawal cognitions
capture this thought process by representing an individual's overall thoughts and feelings about quitting
conservation
conformity, tradition, security
telecommuting
do all work from using internet is called...
commitment
force that bids an individual to a course of action of relevance to one or more targets
counterproductive work behavior
harms other employees, the organization as a whole, and/or organizational stakeholders such as customers and shareholders
employee engagement
harnessing of organization members selves to their work; the degree of involvement with, satisfaction with, and enthusiasm for the job (urgency, focus, intensity, enthusiasm)
open to change and self-enhancement
hedonism
workplace attitudes
in contrast to attitudes, this term is an outcome of various OB-related processes, including leadership
organizational citizenship behavior
individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization
need fulfillment model
model that proposes that satisfaction is determined by the extent to which the characteristics of a job allow an individual to fulfill her or his needs
equity
model that says how fairly an individual is treated will affect satisfaction
need fulfillment, met expectations, value attainment, equity, dispositional (genetic) components
name five models of job satisfaction
organizational commitment, employee engagement, perceived organizational support, job satisfaction
name the four important workplace attitudes that good managers pay attention to:
bullying
occurs when an individual experiences a number of negative behaviors repeatedly over a period time
person factors
personality positive psychological capital human and social capital
needs
physiological or psychological deficiencies that arouse behavior
flextime
policy of giving employees flexible hours to come an go at different hours provided they work a certain amount
values
positive employee attitude and motivation are greatest when the work environment is consistent with employee...
perceived stress
positively related to absenteeism, turnover, coronary heart disease, and viral infections
self-enhancement
power, achievement
motivation
psychological process that arouses our interest in doing something, and it directs and guides our behavior
organizational commitment
reflects the extent to which an individual identifies with an organization commits to its goals
attitudes
relate only to behavior directed toward specific objects, people or situations -range from positive to negative
values
relate to global implications (across all situations)
met expectations
represent difference between what an individual expects to receive from a job--such as good pay and promotional opportunities, and what she actually receives
job involvement
represents the extent to which an individual is personally engaged in his or her work role
dispositional/genetic components
satisfaction model whereby a worker's satisfaction is a function of both personal and genetic factors
value attainment
satisfaction results from the perception that a job allows for fulfillment of an individual's important values
openness to change
stimulation, self-direction
perceived organizational support
the extent to which individual member believes their organization values their contributions and genuinely cares about their well being
job satisfaction
the extent to which someone likes job; formally defined as an affective or emotional response toward various facets of your job
Schwartz's value theory
theory that broad values motivate our behavior across any context -two categories: 1. ranges from concerns welfare of others (self-transcendence) to pursuit of one's interests (self-enhancement) 2. ranges from self directed independence (aka openness to change)
Organizational citizenship behavior
this term is voluntary; this term also help work groups and the organization to effectively achieve goals
self-transcendence
universalism, benevolence
conformity
word for: conservation
self-enhancement
word for: pursuit of one's own interests
openness to change
word for: self-directed independence
self-transcendence
word for: welfare of others