Chapter Two

General best practices for increasing employees commitment

1 hire people whose personal values align with the organizations 2. make sure that management does not breach its psychological contracts 3. treat employees failry and foster trust between managers and employees

Three general motives predict or at least influence intention and behavior.

1. attitude towards the behavior 2. subjective norm 3. perceived behavioral control

Component of an attitude that contains our feelings or emotions about a given object or situation.

Affective component

Component of an attitude that refers to the way we intend or expect to act toward someone or someone.

Behavioral component

Occurs when an individual experiences a number of negative behaviors repeatedly over a period of time.

Bullying

Component of an attitude that reflects our beliefs or ideas about an object or situation.

Cognitive component

Harms other employees, the organization as a whole and/or organizational stakeholders such as customers and shareholders.

Counterproductive work behavior (CWB)

Concern for the welfare and interests of others (universalism, benevolence)

Self-transcendence

An employee who wants security and tradition will likely be dissatisfied with a job that provides little direction and changing job requirements.

True

CWB has a strong negative relationship with job satisfaction.

True

Job satisfaction has a moderately strong negative relationship with turnover.

True

Job satisfaction is positively associated with the organizational-level outcomes of accounting/financial performance and customer service/satisfaction.

True

Managers can reduce employee turnover by trying to reduce the gap between an employee's values and the values that support the organization's culture.

True

OCBS help work groups and the organization to effectively reach goals

True

OCBs are voluntary

True

The relationship between job satisfaction and performance is complex. Researchers believe both variables indirectly influence each other through a host of person factors and environmental characteristics.

True

True or False: In general, our values are relatively stable across time and situations.

True

True or False: Turnover can be a good thing when a low performing quits or gets fired.

True

True or false:An employee who values tradition and conformity over achievement will not be happy about being asked to work on a holiday or to miss a child's school play for work.

True

Represent our feelings or opinions about people, places, and objects and range from positive to negative.

attitudes

Job satisfaction has significant correlations with

attitudes, behavior, and organizational level

Represents the psychological discomfort a person experiences when simultaneously holding two or more conflicting cognitions (ideas, beliefs, values, or emotions)

cognitive dissonance

order, self-restriction, preservation of the past, and resistance to change (conformity, tradition, security)

conservation

The harnessing of organization members' selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performance.

employee engagement

A policy giving employees flexible work hours so they can come and go at different times, as long as they work a set number of hours

flextime

Personal values are:

global, broad (all situations), and variously affect behavior

Represents the extent to which an individual is personally engaged in his or her work role

job involvement

An affective or emotional response toward various facets of one's job

job satisfaction

represent the difference between what an individual expects to receive from a job, such as good pay and promotional opportunities, and what he or she actually receives.

met expectations

Job satisfaction and performance are ______ related.

moderately

Physiological or psychological deficiencies that arouse behavior.

needs

Independence of thought, action, and feelings and readiness for change (stimulation, self-direction)

openness to change

Saavy workplace managers will track four key workplace attitudes:

organizational commitment employee engagement perceived emotional support job satisfaction

Reflects the extent to which employees believe their organization values their contributions and genuinely cares about their well-being.

perceived organizational support

Represent an individual's perception about the reciprocal exchange between him or herself and another party

psychological contract

Pursuit on one's own interest and relative success and dominance over others (power, achievement)

self enhancement

If a manager knows that an employee values universalism and benevolence, then it would be wise to assign this employee to projects or tasks that have:

social value

The underlying ____ is that satisfaction results from the perception that a job allows for fulfillment of an individual's important values.

value attainment

abstract ideals that guide one's thinking and behavior across all situations; relatively stable and can influence our behavior without our being aware of it.

values

representing an individual's overall thoughts and feelings about quitting.

withdrawal cognitions

an outcome of various OB-related processes, including leadership.

workplace attitudes

Three ways you can reduce cognitive dissonance:

1. change your attitude, behavior, or both 2. belittle the importance or the inconsistent behavior 3. find constant elements that outweigh dissonant ones

Committed individuals tend to display two outcomes.

1. likely continuation of their employment with the organization 2. greater motivation toward pursuing organizational goals and decisions.

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.

organizational citizenship behavior OCB

Reflects the extent to which an individual identifies with an organization and commits to its goals

organizational commitment

Personal attitudes are:

specific, targeted specifically, and via intentions

allows people to do all or some of their work from home, using advanced telecommunications technology and internet tools to send work electronically from home to the office, and vice versa

telecommting