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25 Cards in this Set
- Front
- Back
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foci theory of job and research satisfaction in the 20th century
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early: descriptive
mid: cognitive late: affective |
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five forms of work satisfaction
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proposed by Bruggermann and colleagues
-progressive -stabalized satisfaction -resigned satisfaction -constructive dissastifaction -psuedo sastisfaction -fixated dissatisfaction |
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progressive work satisfaction
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person feels satisfied with work; by increasing level of aspiration, person tries to achieve even high level of satisfaction
creative dissatisfaction can be a part of this |
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stabilized work satisfaction
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person feels satisfied with job, but is not motivated to increase aspiration and satisfaction; increased aspiration is focused into other areas of life
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resigned work satisfaction
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person feels indistinct satisfaction and decreases level of aspiration in order to adapt to negative aspects of work situation on a lower level; by decreasing aspiration, person is again able to achieve satisfaction
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constructive work dissatisfaction
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person feels dissatisfied with job; maintaining aspiration, person will try to master the situation by problem-solving attempts on the basis of sufficient frustration tolerance; available action concepts supply goal orientation and motivation for altering work situation
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fixated work dissatisfaction
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person feels dissatisfied with job; maintaining the level of aspiration, a person doesn't try to master the situation by problem-solving; frustration tolerance makes defense mechanisms necceassary; efforts at prob. solving seem beyond possibility; person gets stuck with problems and developments cannot be excluded
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pseudo-work satisfaction
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person feels dissatisfied with job; facing unsolvable problems or frustration conditions at work and maintaining aspiration; a distorted perception of a denial of the negative situation can cause this
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job satisfaction
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positive attitude or emotional state resulting from the appraisal of one's job or job experience
cognitive measure |
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emotion
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an effect or feeling, often experienced or displayed in reaction to a event or thought accompanied by psych. changes in various systems of the body
emotional measure |
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mood
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state of feeling not identified with particular stimulus and not sufficiently intense to interrupt ongoing thought processes
emotional measure |
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"happy worker is a productive worker" theory
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false; little correlation between happiness and productivity (r = .17)
explanations: - is job performance correctly defined? - can you predict behavior based on attitude towards job - moderator effects: complex relationship; limited contraints on performance - dispositional effects: variability in job satisfaction may relate to "trait affect" |
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job commitment
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psych. and emotional attachment an person feels to a relationship, company, goal, or occupation
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affective commitment
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emotional attachment to company
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continuance commitment
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perceived cost of leaving company
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occupational commitment
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commitment to a certain field; includes affective, continuance, and normative comitment
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normative commitment
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obligation to remain in an organization
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job involvement
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psych. identification with a job;
falls under career commitment in morrow's model, an part of Protestant work ethic follows Protestant work ethic but preceeds career commitment in Randall and Cote's model |
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dimensions of organizational commitment proposed by Meyer and Allen
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affective: emotional attatchment
continuance: perceived cost of leaving company normative: obligation to remain with company |
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job withdrawal
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person's willingness to sever ties with company and the work role; intentions to quit or retire
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work withdrawal
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person's attempt to withdraw from work but keep ties with organization or work role; lateness or absenteeism
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job embeddedness
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types of commitment that people feel towards coworkers, teams, companies, and careers; job "stuckness"
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hobo syndrome
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some workers are prone to change jobs more than others
two reasons: - something in their personality makes them chronically unhappy and always looking for something better - workers who are with companies for shorter periods have less commitment and vice versa |
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Warr's conclusions on the effects of unemployment and well-being
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- psych. health of unemployed workers is poorer than employed workers
- poorer psych. health is the result of unemployment, since when people are again employed, well-being usually increases - loss of employment can result in depression, insomnia, irritability, lack of confidence, inability to concentrate, anxiety - younger people can depend on parents and other family for support until a job arrives - younger people generally have less job commitment |
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validity of common job satisfaction measures
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these measure usually do not adapt well for use in other countries
in US individualism is positively correlated with satisfaction whereas in Asia collectivism is positively correlated with satisfaction |
