Psy 272 QUIZ 5
five core job characteristics
1. skill variety 2. task identity 3. task significance 4. autonomy 5. feedback Motivational POtentioal work (first 3+/*4*5)
Job Satisfaction Scale
36 items, similar to JDI Circle the number that comes closest to your opinion Disagree to Agree
Performance Function
=f(motivationx ability)-stressful or difficult working conditions performance is a function of motivation, ability, or sitiutional constraints there is a multicative relationship between motivation and ability
organizational-based-self-esteem
A measure of how valuable employees view themselves as organization members
negotiation
A process by which two parties attempt to reach agreement on an issue by offering and reviewing various positions or courses of action conflicting interest determine how they are going to allocate resources or work together
Attraction-Selection-Attrition (ASA) Framework
Attraction: Some potential job applicants won't apply due to a perceived lack of fit. Selection: Organizations will select candidates based on whether their personalities fit the culture, further weeding out potential "misfits." Attrition: Those people who still don't fit will either be unhappy or ineffective when working in the organization.
Type A behavior
Behavior pattern characterized by competitiveness, impatience, hostility, and constant efforts to do more in less time
Physiological consequences
Biochemical outcomes: Stress hormones released Cardiovascular outcomes: Increased heart rate, increased blood pressure, increased probability of heart disease gastrointestinal outcomes
Job Attitudes
From Science Management to Human Relations Movement uncovering the importance of job attitudes After World War 2, from permanent employment relationships to more voluntary turnover and volitional choices in switching jobs job attitudes and turnover companies realize that they must keep employees happy to keep the employees in their job Empirical Evidence for relationships between job satisfaction and work outcomes Positive Correlation with OCB (.12-.22) Negative Correlation with CWB (-.29) Negatively correlated with abesnteeism, turnover intention (-.7) and turnover (-.27) Over 10,000 studies published on the topic of job attitudes Organizations conduct annual job attitudes survey Different Concepts are proposed to study individuals experience at work: Job Satisfaction Organizational Commitment Job Involvement Employee Engagement Affect/mood/reactions
Role Stressors
Individuals hold multiple roles in their life (family, social, friends, organization) sometimes can conflict with one another and be strain Role ambiguity: employees do not know what they are supposed to do Role overload: employees have too much to do Role conflict: Demands from different roles are incompatible, including work-family conflict
The people Stressors
Interpersonal Conflict: workplace violence:
job satisfaction
Multidimensional psychological responses to one job. have cognitive (evaluative) and affective (emotional) components A pleasurable or positive emotional state resulting from the appraisal of ones job or job experience these cognitive evaluations and emotional states are presumably followed by behavioral intentions and actual behaviors
Psychological consequences
Negative emotions and dissatisfaction Burnout: Extreme state of psychological strain resulting from overwork
Job Descriptive Index (JDI)
One of the most extensively researched and documented job satisfaction instruments; assesses satisfaction with five distinct areas: the work itself, supervision, people, pay, and promotion. 72 items
Environment Stressors
Physical: Heat, Cold, Noise Job Insecurity: Prolonged uncertainty and anticipation of a stressful event may be more detrimental than a single serious event like job loss
Measuring Job Satisfaction
Single Item measure (pick face that describes you) Multiple item measure (I feel satisfied with my job, I find real enjoyment within my job, I like my job better than the average worker does)
Job Stressors
Task stressors: Pace of work, workload,number of hours work Emotional labor:Organizaitons have certain display rules that employees must follow: (chic fil a my pleasure)
scarce resources
The amount of resources available is limited limited budget money, space, etc
attitude
The degree of positive or negative feeling or belief a person has toward a particular person, place, or thing
Minnesota Satisfaction Questionnaire
Twenty 5-item facet-level scales, and one 20-item general scale---more refined than the JDI; intrinsic vs. extrinsic satisfaction
behavioral consequences
When people change their behavior without any effort from others to influence that change information processing:memory, creativity task performance
Burnout
a condition that occurs when employees become so stressed that they experience emotional exhaustion, depersonalization, and a sense of reduced personal accomplishment
problem-focused coping
a coping style that involves behaviors or actions targeted toward solving or handling the stress-inducing problem itself
emotion-focused coping
a coping style that involves cognitive, or thought-related, strategies that minimize the emotional effects of stress-inducing events
dual-earner couple
a couple in which both members are employed and maintain a family life
affective commitment
a desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization
work-family enrichment
a model of work-family relations in which positive attitudes and behaviors are believed to carry over from one domain to the other
work-family conflict
a model of work-family relations in which work and family demands are incompatible
parental leave
a program offered by organizations that enables employees to combine work and family responsibilities related to child rearing
affective events theory
a theory that describes how workplace events can generate emotional reactions that impact work behaviors
Positive and Negative Affect
a. overall general personality trait where you may see your life in positive or negative terms PA= Individuals Pre Disposition to be happy, self assured, and attentive NA= reflects an individuals predisposition to be sad, anxious, hostile, and to feel guilty Measured by PANAS "to what extent you felt doing something the past few weeks " with adjectives Most people feel more positive than negative across situation .49PA Job satisfaction -.33 NA can predict job satisfaction 50 years later
ambiguous
ambigious goals rules or performance criteria can lead to conflict ambiguous performance criteria are a frequent cause
interpersonal conflict
an expressed struggle between interdependent parties who perceive incompatible goals, scarce resources, and interference from one another when one person, or group, or organizational subunit frustrates the goal attainment of another
workaholic
an individual whose high drive to work and high job involvement become so intense that they result in work-life imbalance issues
perceived behavioral control
an individual's belief about how easy or difficult performance of a behavior is likely to be
employee engagement
an individual's involvement, satisfaction, and enthusiasm for work commitment, passion, enthusiasm feelings of urgency feelings of being focused feelings of intensity feelings of enthusiasm very popular concept in Business Makes sense to the executives and has gained some ground in the busines world .91 correlation Old wine in new bottle more research is needed to clarify its construct and boundary
subjective norms
an individual's perceptions about whether significant others think he or she should (or should not) perform the behavior in question
psychological contract
an unwritten agreement that sets out what management expects from an employee and vice versa when broken, negative outcomes occur, lower trust, lower job satisfaction, turnover risk
Stressor
any disruptive event or force that pushes a psychological or physical function beyond its range of stability, producing a strain within the individual
organization-motivated aggression
attempts by someone inside or outside the organization to cause injury or to be destructive as a result of some organizational factor
Depersonalization
become hardened and treat other poorly
Presenteeism
being present at work but not fully functioning due to illness or injury
core self-evaluation
bottom-line conclusions individuals have about their capabilities, competence, and worth as a person Neuroticism Self-Esteem Generalized Self-Efficiency Locus of Control For people that dont see themselves in a positive light, will not see themselves positively in job meta analytic correlation of.37 with job satisfaction
emotional exhaustion
burnout that occurs when individuals feel emotionally drained by work
Coping
efforts that help people manage or reduce stress
Emotions at work
emotions that emerge from relationships in the workplace Emotion: Feeling related to specific events or occurrences whcih are intense enough to disrupt the thought process mood generalized state of feeling not identified with a particular stimulus and not sufficiently intesne to interrupt ongoing thought processes Affect characteristics in whcih individuals are prone to experience a diverse array of negative/positive states Workers emotions likely to fluctuate due to percipitating events (shocks)
perceived organizational support
employees' global beliefs concerning the extent to which the organization values and cares about them
low personal accomplishment
feel that you cannot deal with problems effectively powerless
normative commitment
feelings of obligation or moral binds to the organization ("feel obligated to stay in the organization")
Staw & Ross, 1985
found that job satisfaction is somewhat stable over time r=.19 over a five year period for a sample who changed both employers and occupations previous satisfaction was a better predictor of future satisfaction than changes in status .3 correlation of twins reared apart up to 45 percent of gentic influences on job satisfaction are expresed through stable personality
continuance commitment
organizational commitment based on the fact that an individual cannot afford to leave
Mindfulness
paying attention to present experiences with nonjudgemental awareness
stressors
physical or psychological demands to which an individual responds
work engagement
positive, fulfilling state of mind characterized by vigor, dedication, and absorption
Secondary Prevention strategies
stress management training, relaxation & biofeedback techniques, social support 1.Educate about stress 2. rehearse coping strategies 3.Apply steps 1 and 2 in simulations
Primary Prevention strategies
stress prevention strategy concerned with modifying or eliminating stressors in the work environment work/job redesign Cognitive Restructuring
tertiary prevention
sympton directed employee assistance program
Types of Conflict
task conflict, relationship conflict, process conflict There has been an emphasis on the negative conflicts conflict can be good, can be functional when it promotes necessary organizational change conflict-change-adapt-survive can bring change when conflict itself can bring consideration into new ideas each party monitors the other parties perforamcne carefully signals a redistribution of power is necessary there are times when a manager might use a strategy of conflict stimulation to cause change new collaboration opportunities for the new parties for a bigger gain
work centrality
the degree of importance that work holds in one's life
job involvement
the degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth
organizational commitment
the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization .59 correlation with job satisfaction
person-environment fit
the degree to which the needs and resources of a person and the needs and resources of an environment complement each other Increased Job Satisfaction (.44) Increased Identification with the organizational commitment (.51) Increased levels of contextual performance and extra role behavior such as OCB (.27) Vice versa Withdrawal/quitting(-.35)
emotional labor
the effort, planning, and control needed to express organizationally desired emotions during interpersonal transactions
organization-motivated violence
the negative effects on people or property that result from organization-motivated aggression
organizational justice
the role of fairness in the workplace
affective disposition
the tendency to respond to classes of environmental stimuli in predetermined, affect-based ways
emotion regulation
the ways in which individuals monitor their emoitons and the expression of those emotions
Strains
undesirable personal outcomes resulting from the combined stressful experiences of various life domains
Underemployment
when a worker is in a job that, by some standard, is inferior or below his or her capacity or ability
Interdependence
when individuals are mutually dependent on each other to accomplish their own goals implies that each party has some power over the other does not always lead to conflict, good for collaboration