I/O psyc test #3

What is Maslow's hierarchy of needs?

(bottom to top of pyramid) 1. physiological 2. safety 3. love 4. Esteem 5. Self-actualization

What are the 2 classes of antecedents of job satisfaction?

*-environmental:* features of the job organization that lead employees to be satisfied or dissatisfied *-personality:* people are in the same job can have differing levels of satisfaction - this research shows that certain types of people are inclined to like or dislike their jobs

What are the 3 classes of performance-related behaviors?

*-task performance:* concerns the core dimensions of performance that are described in a job analysis and are likely to be the focus of the performance appraisal *-Organizational citizenship behaviors (OCBs):* activities that go beyond the core dimensions of a job but that support the performance of the organization *-counterproductive work behaviors:* acts that are harmful to organizations and people in organizations

What are the 4 cultural values and how do they influence job satisfaction?

*1. Individualism/Collectivism* -individualism: extent to which people see themselves as autonomous -collectivism: extent to which people see themselves as interconnected to others *2. Masculinity:* extent to which organizations focus on achievement and job performance as opposed to the health and well-being of employees *3. Power distance:* tolerance people have for power and status differences among levels of an organization and society *4. Uncertainty:* Level of comfort in situations that are unpredictable

An internal stats that includes a person to engage in specific behaviors is defined as _______? a) intensity b) stress c) motivation d) persistence

*c) motivation*

is there empirical research to support fairness theory?

-

What is an OCBI?

- "I" stands for individual -acts that help any other employees -strongly correlated with concerns for others

Most commonly used job satisfaction assessments

- Job Descriptive Index (JDI): facet approach -Minnesota Satisfaction Questionnaire (MSQ): Facet approach -Job in General Scale (JIG)

What dos it mean to say "OCB's are contagious?"

- being around people that engage in OCB's makes you more likely to engage in them as well

is there empirical research to support action theory?

- yes -training employees to engage in the action process can lead to better performance

What is an OCBO?

-"o" stands for organization -strongly correlated with perceived equity (fairness)

What are the 2 factors in the Herzberg two-factor theory?

-*Hygiene factors*: derived from the animal nature of human beings (physiological needs) - job aspects relevant to hygiene factors include supervision, pay, coworkers, and organizational policies -*Motivator factors*: relate to higher level and uniquely human ability for psychological growth - job aspects relevant to motivator factors include achievement, recognition, responsibility, and the nature of work itself

What are the 2 types of motivational theories?

-*need theories*: people are motivated to acquire certain categories of things -*expectancy theory*: environmental rewards encourage people to perform certain behaviors

Job Descriptive Index (JDI)

-72 items with a response of yes, uncertain, or no -five facets: work, pay, promotion, supervision, coworkers -most popular assessment among researchers -most thoroughly and carefully validated

how does control theory explain motivation?

-a person does not have to set his/her own goal but they have to accept it and believe it is attainable -over time, as a person works towards the goal, feedback about performance is given -feedback is evaluated by comparing current goal progress to some internal standard or expected progress -if progress is insufficient, the person will be motivated to take action

what is inequity?

-a psychological state that occurs from employees' comparisons of themselves with others -employees will experiences dissatisfaction and emotional tension which they will be motivated to reduce by trying to restore equity

the difference between action orientation and state orientation?

-action oriented people tend to perform better on the job

is action theory a cognitive based theory or a behavior based theory?

-action theory is a cognitive based theory -views the individual as the initiator of action -reinforcement and other motivation theories emphasize how a person responds to the environment

Job satisfaction

-an attitudinal variable that reflects how people feel about the job

organizational constraints

-aspects of the work environment that interfere with or prevent good task performance -can arise for any aspect of the job such as the physical environment, supervisory practices, and the lack of training, tools, equipment, or time

deep acting

-associated with positive effects on job satisfaction, well-being, and job performance

organizational commitment

-attachment that a person has for his or her job

continuance commitment

-based on the investments an individual has in his or her organization -stems from benefits accrued and available jobs

Organizational Citizenship behavior (OCB)

-behavior that goes beyond the core task requirements of the job (tasks listed in a job description)

What personality characteristics influence personality?

-big 5 characteristics -locus of control -age

control theory

-builds upon goal-setting theory -focuses on how feedback affects motivation to maintain effort towards goals

What are the 3 mechanisms in which employees can reduce inequities?

-changing inputs -changing outcomes withdrawing from the situation

procedural justice

-concerned with the fairness of the reward distribution process

human factors

-concerned with the interface between people and the physical environment

why would someone choose to engage in constructive behavior instead of destructive behavior?

-constraints lead to feelings of frustration and dissatisfaction -low control over these feelings leads to destructive behavior -high control leads to constructive behavior

action theory

-describes the link between goals and intentions to behaviors -this theory says work motivation theories should focus mainly on goal oriented or voluntary behaviors called actions

how does job satisfaction relate to turnover and absence?

-dissatisfied employees are more likely to quit than satisfied -employees that dislike their jobs are more likely to be absent from work -people are absent for many different reasons so the relationship between satisfaction and absence is relatively weak

spillover hypothesis

-emotions, affect, and mood from the parental relationship "spill over" into the broader family, disrupting children's sense of emotional security -only one supported by research

limitations to goal-setting theory?

-employees sometimes focus so much on goals that they ignore other important aspects of the job -sometimes goals are conflicting -setting individual goals when people work in teams can result in worse team performance (team goals should be set) -difficult goals can hinder performance when stress is high

the facet approach

-focuses on specific aspects of the job, other people on the job, job conditions, and the nature of the work itself -provides a more complete picture of job satisfaction

Maslow's need hierarchy theory

-fulfillment of human needs is necessary for both physical and psychological health -a need must be unmet to be motivating -people are motivated by the lowest-level need that is unmet at the moment -people will not satisfy needs at the top of the hierarchy if the needs at the bottom are not met

What are the 5 factor necessary for effective goal-setting?

-goal commitment -feedback -challenging goals -specificity -self setting goals

what are the four ways that goals affect behavior?

-goals direct attention and actin to behaviors that the person believes will achieve the goal -goals mobilize effort in that the person tries harder -goals increase persistence, resulting in more time spent on the behaviors necessary for goal attainment -goals can motivate the search for effective strategies to attain them

How does growth need strength (GNS) relate to motivational potential scores (MPS)?

-growth need strength (GNS) moderates the relationship between core characteristics and the outcomes -high GNS individuals respond well to high MPS jobs

Why do people quit their jobs?

-health reasons -accidents that prevent performing essential tasks on the job -pursue other like interest -family reasons -need to relocate

Motivation

-internal state that induces a person to engage in particular behaviors -there are 2 perspectives on motivation

is there empirical research to support this theory?

-it is well supported by research -self-efficacy is related to training effectiveness, achieving goals, and job performance

how does the scope of the job relate to job satisfaction?

-job characteristics theory says that high scope leads to job satisfaction and low scope leads to boredom and dissatisfaction

What are the 8 areas of constraints identified by Peter's and O'Connor?

-job related information -tool and equipment -materials and supplies -budgetary support -required services and help from others -task preparation -time availability -work environment

What are the antecedents of OCB's?

-job satisfaction -affective commitment -justice perceptions -relationship with the supervisor

relationship between job satisfaction and job performance:

-job satisfaction > effort > job performance -job performance > rewards > job satisfaction

how does job satisfaction relate to health and well-being?

-job satisfaction is related to physical and psychological health -dissatisfaction is also correlated with sleep problems, upset stomach, anxiety, and depression

surface acting

-leads to emotional dissonance which create stress and other negative effects -leads to higher levels of emotional exhaustion and burnout than deep acting

what are the two goal orientations?

-learning orientation: focus efforts on learning - concerned with enhancing knowledge and skills -performance orientation: focus efforts on achieving certain levels of job performance - concerned with enhancing performance on specific job tasks

compensation hypothesis

-leisure activities make up for what is missing in work

how does job satisfaction relate to life satisfaction?

-life satisfaction is considered to be an indicator of overall happiness or emotional well-being

Goal setting theory

-most useful motivation theory for I/O psychologists -people's behavior is motivated by their internal intentions, objectives, or goals

self-efficacy theory

-motivation and performance are determined in part by hoe effective people believe they can be -similar to a self-fulfilling prophecy

Herzberg's two-factor theory - how does it explain motivation?

-motivation comes from the nature of the job itself and not from external rewards or job conditions

What are the 2 perspectives on motivation?

-motivation has to do with direction, intensity, and persistence of behavior over time -motivation is concerned with the desire to acquire or achieve a goal

What are the 2 approaches of person-job fit?

-one approach assesses fit by asking people what they want on a job and asking them what they have in their current job -another approach looks at the interaction between specific job and person variables

Define affect

-overall manner in which you respond to a situation

How does pay relate to satisfaction?

-pay is associated with global satisfaction and with facets of pay satisfaction

What is more important: the amount of money someone makes or how someone's salary compares to other people in the same job?

-pay satisfaction is affected by how an individual's salary compares to those of others in the same job rather than to those of people in general -distributive and procedural justice are strongly correlated with pay satisfaction

Equity theory

-people are motivated to achieve a condition of fairness or equity in their dealing with other people and with organizations

describe and give examples of outcomes and inputs

-people compare their ratio of outcomes to inputs to other employees ratios of outcomes to input -outcomes are rewards of anything of personal value that an employee gets from working for an organization -inputs are contribution made by the employee to the organization

internal locus of control

-people who believe that they control reinforcements -internals have been found to be more satisfied with their jobs than externals

Distributive justice

-perceived fairness of the amount and allocation of rewards among individuals -more important for pay satisfaction

procedural justice

-perceived fairness of the process used to determine the distribution of rewards -more important for supervisor satisfaction

How does expectancy theory explain motivation?

-reinforcement theory states that reinforcement will lead to behavior and expectancy theory explain when and why this will occur -people will be motivated when they believe that their behavior will lead to rewards or outcomes that they want -if they do not believe the rewards are contingent on their behavior, they will not be motivated to perform that behavior -if they do not want the contingent rewards, they will not be motivated to perform a behavior

is there empirical research to support goal-setting theory?

-research supports the effectiveness of goal setting theory -goal commitment and goal difficulty have been shown to be positively related to job performance

Job in General Scale (JIG)

-scale of global job satisfaction -items do not represent the facets of a job -patterned after the JDI -18 items with a response of yes, uncertain, or no -good reliability and validity

What is the difference between self-efficacy and expectancy?

-self efficacy can vary across tasks -self-efficacy is similar to expectancy but they are not the same thing -expectancy is concerned with a specific activity at a particular point in time -self-efficacy is concerned with the general feeling that a person is or is not capable of in some domain of life

process of control theory:

-set goal > obtain feedback on performance > compare feedback on performance to goal > either modify behavior *or* modify goal -if modify behavior: return to obtaining feedback -if modify goal: return to setting goal

Distributive justice

-similar to equity - concerned with fairness with which rewards are found among people

What are the 5 core job characteristics?

-skill variety -task identity -task significance -autonomy -task feedback

Which core job characteristics lead to each psychological state?

-skill variety/task identity/task significance > *experienced meaningfulness* -autonomy > *experienced responsibility* -feedback > *knowledge of results*

person-job fit

-states that job satisfaction will occur when there is a good match between a person and the job

negative affectivity

-tendency for an individual to experience negative emotions, such as anxiety or depression, across a wide variety of situations

positive affectivity

-tendency for an individual to experience positive emotions, such as enthusiasm or joy across situations

underpayment inequity

-the employee believes that other people get more outcomes for their inputs -causes anger

overpayment inequity

-the employee believes that they get more outcomes for their input than other people are getting -causes guilt

What are the 3 elements for effective incentive systems?

-the employee has the ability to increase productivity -the employee wants the incentive -there are few physical or psychological constraints

What are the 2 approaches to job satisfaction?

-the global approach -the global approach

what are the 2 main concerns for the field of human factors?

-the presentation of information to the person -the manipulation of tools or machines by the person

The global approach

-treats job satisfaction as a single, overall feeling towards the job

Minnesota Satisfaction Questionnaire (MSQ)

-two versions of this scale: 100 item version and the 20 item version -long version provides a score on 20 separate facets of job satisfaction -the short version assesses either global satisfaction or intrinsic/extrinsic satisfaction -good reliability and validity

What is an interactionist approach?

-uses both environmental and personality antecedents -example: person-job fit

antecedents

-variables that precede another variable

what is a goal?

-what a person consciously wants to attain or achieve -goals are proximal constructs because they can be tied closely to specific behaviors

emotional labor

-when a job requires that the employee exhibits a particular emotion -this is the most important for employees that deal directly with customers that deal directly with customers or clients

normative commitment

-when the employee feels that he or she has to say in an organization out of a sense of obligation -stems from personal values and felt obligations

affective commitment

-when the person has an emotional attachment to his or her organization -stems from job conditions and met expectations

skill underemployment

-when you have more skills than are being utilized for the job

Locus of control

-whether or not people believe they are in control of reinforcements (rewards and punishments) in life

forms of withdrawal and "acting out" CWB's

-withdrawal: absence, lateness, and turnover -"acting out": aggression, sabotage, and theft

is there empirical research to support control theory?

-yes -evidence shows that receiving periodic performance evaluations that give feedback on goal progress increases performance

Is there empirical research to support expectancy theory?

-yes, there is empirical research to support the theory -studies have shown that performance is related to the individual components of expectancy theory and to the multiplicative combination -force is related to measures of job performance and to effort

Counterproductive work behavior (CWB)

`-acts that are harmful to organization and people in organizations

_________ theories deal with motivational processes that are removed from the behaviors. a) Distal b) Need c) Organizational d Proximal

a) Distal

Which of the following motivation theories does NOT explicitly emphasize the role of feedback? a) expectancy theory b) goal setting theory c) control theory d) action theory

a) expectancy theory

for an incentive system to work, employees must: a)want the incentive b) enjoy their job tasks c) be concerned about product quality d) like their supervisors

a) want the incentive

What is expectancy theory?

attempts to explain how rewards lead to behavior by focusing on internal cognitive states that lead to motivation

Many companies require their employees to express positive emotions when dealing with customers. This is known as: a) emotional exhaustion b) emotional labor c) emotional dissonance d) positive affectivity

b) emotional labor

According to Hackman and Oldham's job characteristics theory, autonomy contributes to: a) experienced meaningfulness b) experienced responsibility c) knowledge of results d) growth need strength

b) experienced responsibility

which if the following statements about OCB is TRUE? a) OCB is associated with low levels of negative affectivity b) individuals high in agreeableness are more likely to engage in OCB c) individuals who are high on OCB are also the best performers in other areas d)OCB is unrelated to mood at work

b) individuals high in agreeableness are more likely to engage in OCB

Which cultural value reflects the extent to which organizations focus on achievement and job performance as opposed to employee health and well-being? a) collectivism b) masculinity c) power distance d) individualism

b) masculinity

_________ prevent employees from adequately using their skills to perform job tasks. a) incentive systems b)organizational constraints c) task significance d) mental models

b) organizational constraints

Assume Albert is frustrated at work. According to the text, which of the following will decrease the likelihood that Albert will engage in destructive behavior? a) Albert is low on consciousness b) Albert believe he has no other job prospects c) Albert believes he has control over the situation d) Albert has a friend with whom he can discuss his problems

c) Albert believes he has control over the situation

Meyer, Allen, and Smith (1993) have proposed a three-component conception of commitment. Which of the following is NOT one of these components? a) affective b) continuance c) behavioral d) normative

c) behavioral

According to expectancy theory, what are the 3 factors that determine motivation level? a) expectancy, valence, and force b) pay, valence, and experience c) expectancy, valence, and instrumentality d) expectancy, pay, and valence

c) expectancy, valence, and instrumentality

Arnold believes that getting a promotion depends mostly on luck. This point of view is often held by people who are high in: a) negative affectivity b) internal locus of control c) external locus of control d) externality

c) external locus of control

___________ is concerned with the fairness of the reward distribution process as opposed to the results of that distribution. a) distributive justice b) equity theory c) procedural justice d) social justice

c) procedural justice

Which of the big 5 is the best predictor of performance?

conscientiousness is the best predictor of job performance

Purposely doing work incorrectly, withholding effort, and destroying organizational properties are examples of: a)CSCW b) OCB c) MPS d) CWB

d) CWB

the major weakness of the Job Descriptive Index (JDI) is that: a) it was not carefully developed b)it has not been validated c) it includes so many facets that it is difficult to make sense of the results d) it includes only 5 facets

d) it includes only facets

A person who is primarily concerned with enhancing performance on specific job tasks has what type of goal orientation? a) education orientation b) learning orientation c) working orientation d) performance orientation

d) performance orientation

Which of the following is NOT a core job characteristic included in Hackman and Oldham's Job Characteristics Theory? a) skill variety b) task identity c) task significance d) task difficulty

d) task difficulty

Distal motivation theory

deal with motivational processes that are removed from the behaviors

Proximal motivation theory

deals with motivational processes that are closely related to behavior

fairness theory

instead of focusing on the fair allocation or distribution of rewards, fairness theory distinguishes between the distribution of rewards and the procedures by which rewards are allocated

Which factor did Herzberg say was related to job satisfaction and motivation?

motivator factors

Is there empirical research to support the Herzberg's two-factor theory?

no, this theory lacks empirical support

external locus of control

people who believe that fate, luck, or powerful others control reinforcements

is there empirical research to support the equity theory?

research supports the underpayment effect but not the overpayment effect

force (expectancy theory)

the amount of motivation a person has to engage in a particular behavior or sequence of behaviors that is relevant to job performance

self-efficacy

the belief that a person has in his or her ability to perform a task well

underemployment

the extent to which someone is working at a job that is of lower quality than he/she is capable of doing

instrumentality (expectancy theory)

the subjective probability that a given behavior will result in a particular rewards

Expectancy (expectancy theory)

the subjective probability that a person has about his or her ability to perform behavior

Valence (expectancy theory)

the value of an outcome or reward to a person

Problem with Maslow's need hierarchy theory?

there is a lack of empirical research to support this theory

economic underemployment

when you aren't getting paid enough for the job or your qualifications

segmentation hypothesis

work and leisure are independent and has little or no relationship