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28 Cards in this Set
- Front
- Back
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Job Satisfaction |
A person's attitudes and feelings about his or her job and facets of the job. |
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Facet |
A dimension of job satisfaction, such as pay or supervision. |
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Individualism |
A culture value referring to the focus a person has on the self as opposed to others. It is the opposite of collectivism. |
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Collectivism |
A culture value referring to the focus a person has on others as opposed to the self. It is the opposite of individualism. |
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Masculinity |
A culture value reflecting an emphasis on achievement as opposed to the well-being of others. |
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Power distance |
A culture value reflecting tolerance for large power and status differences among levels in an organization. |
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Uncertainty avoidance |
A culture value reflecting tolerance for ambiguity and uncertainty, which is reflected in the tendency to be rule oriented. |
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Job Descriptive Index (JDI) |
A five-facet measure of job satisfaction. |
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Minnesota Satisfaction Questionnaire (MSQ) |
A 20-facet job satisfaction scale. |
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Job in General Scale (JIG) |
A measure of overall job satisfaction. |
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Scope |
The complexity and challenge of a job. |
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Skill Variety |
A dimension of the job characteristics model that involves the number of skills required to do a job. |
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Task Identity |
A dimension from the job characteristics model that identifies the extent to which a person does an entire job. |
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Task Significance |
A dimension from the job characteristics model that represents the extent to which a particular job impacts other people. |
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Autonomy |
The extent to which an employee is able to decide how to do his or her job |
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Feedback |
Information given to a person about his or her performance. |
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Negative Affectivity (NA) |
A personality variable that refers to a tendency to experience negative emotions across many different situations. |
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Locus of control |
A personality variable that refers to people's tendencies to attribute rewards to themselves (internals) or to other people or things (externals). |
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Moderator variable |
A variable that affects the relation between two other variables. |
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Growth Need Strength (GNS) |
A personality variable from job characteristics theory that concerns the level of a person's need for things that can be gotten from complex work, such as recognition and sense of accomplishment. |
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Life satisfaction |
A person's attitudes about his or her overall life. |
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Organizational commitment |
The attachment that a person has for his or her job. |
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Affective commitment |
A type of organizational commitment in which the person has an emotional attachment to his or her organization |
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Continuance commitment |
A type of organizational commitment based on the investments an individual has in his or her organization, such as pensions and seniority. |
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Normative commitment |
A type of organizational commitment in which a person feels he or she has to stay at an organization out of a sense of obligation or values. |
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Occupational commitment |
Attachments to one's occupation or profession. regardless of employer or organization. |
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Emotional labor |
A requirement of a job to exhibit a particular emotion, most frequently enthusiasm and happiness. Common with customer service jobs, such as sales. Also called emotion work. |
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Emotional dissonance |
A state a person experiences when having to pretend he or she is experiencing one emotion while actually experiencing an incompatible emotion, such as acting happy when sad. |
