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16 Cards in this Set
- Front
- Back
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job descriptive index
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one of 2 most widely used measures of job satisfaction
satisfaction with 1. type of work itself 2. pay 3. promotion opportunity 4. supervision 5. co-workers |
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Minnesota Satisfaction questionnaire
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2nd most widely used, global satisfaction
20 facets, 100 item in long version, 20 in short -intrinsic satisfaction: central to job tasks (ie, responsibility) -extrinsic: external to job, such as pay or benefits |
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job characteristics
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skill variety, task identity, task signifance, autonomy, feedback
correlations with each characteristic and job satisfaction .32-.46 |
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age
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older workers more satisfied
younger workers:unrealistic expectations lead to dissatisfaction older workers: modify expectations, see jobs more positively |
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genetics
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account up to 30% of variance in job satisfaction
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individual productivity
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consistent, weak + relationship with job performance
traditional view: satisfaction causes productivity alternative view: productivity causes satisfaction current view: cyclical; complex where both influence each other |
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company productivity
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schneider et al.
company success results in job satisfaction; enable companies to invest in employees withdrawal beh: turnover: -.40 absenteeism: -.25 |
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affective commitment
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emotional attachment to an organization
strong belief in acceptance of organization's goals and values |
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normative commitment
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obligation to continue employment with organization
-moral comitment |
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continuance commitment
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attachment as what employee has sunk into at
-costs associated with leaving |
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what leads to organizational commitment
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organization mechanisms
-reward systems and affective, faireness of policies/procedures and affective individual/personal characteristics -age and affective -job level and affective -tenure and continuance -stress and both affective and continuance |
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OC and performance
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affective: weak to moderate rel.
normative: less strong rel. continuance: zero or negative |
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OC and withdrawal
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absenteeism: -.20
turnover: -.28 intention to leave: -.46 looking for new job: -.60 |
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person organization fit
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=degree of compatibility b/w ppl and entire organizations
1. percieved fit (ind. makes direct assessment) 2. subjective fit (assessed indirectly thru comparison of person and organization values, same person) 3. objective fit (assessed indirectly thru comparison of person and organization by different sources) |
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meta analysis
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organizational attraction and intent to hire higher correlation with person-organization than any other fit
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oragnizational justice
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distributive justice: percieved fairness of actual decisions
procedural justice: percieved fairness of methods used to arrive at decisions interactional justice: percieved faireness of interpersonal treatment employees recieve |
