Name: CHAPTER 10 part 1-ABAD (1)
Uploaded: 2022-04-20
Duration: 4 min 18 s
Description: Premium Photo | Creative flat lay workspace with computer keyboard mouse mug and copy space on black table top view.

Premium Photo | Creative flat lay workspace with computer keyboard mouse mug and copy space on black table top view. 

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Premium Photo | Creative flat lay workspace with computer keyboard mouse  mug and copy space on black table top view

CHAPTER 10: EMPLOYEE SATISFACTION AND COMMITMENT

500+ Blackboard Pictures [HD] | Download Free Images on Unsplash. 

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500+ Blackboard Pictures [HD] | Download Free Images on Unsplash

Understand why an employer should ever care about job satisfaction and organizational commitment Be able to identify the individual differences in the predisposition to be satisfied Learn ways to increase employee satisfaction and commitment

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Understand the methods used to measure job satisfaction Understand why employees are absent from work and what can be done to reduce absenteeism Understand why employees quit their jobs and what can be done to reduce turnover

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Why Should We Care About Employee Attitudes?

Job Satisfaction-  the attitude employees have toward their jobs. Organizational commitment-  the extent to which an employee identifies with is involved with an organization.

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Meta-analyses indicate that satisfied employees tend to: Be committed to an organization More likely to attend work Stay with an organization Arrive at work on time Perform well Engage in behaviors helpful to the organization Not behave in counterproductive ways  Engage in ethical behavior

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The relationship between job satisfaction and performance is not consistent acro ss  people or jobs. For complex jobs, there is a stronger relationship between job satisfaction and performance than for jobs of low medium complexity For employees who have strong, consistent beliefs about their level of satisfaction (called affective- cognitive consistency)

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The relationship between job satisfaction and performance is much stronger than it is for employees whose job satisfaction and performance is much stronger than it is for employees whose job satisfaction attitudes are not so well developed.

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What Causes Employees to be Satisfied with and Committed to their Jobs?

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Three Motivational Facets to Organizational Commitment

Affective Commitment-  the extent to which an employee wants to  remain with organization and cares about the organization. Continuance Commitment- the extent to which employees believe they must remain with an organization due to the time, expense, and effort they have already put into the organization

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Normative Commitment- the extent to which  employees feel an  obligations to remain  with an organization.

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Individual predisposition Satisfaction with life Job expectation Organizational fit Perceptions of fairness Coworkers Stressors The job itself

Performance Turnover Absenteeism Tardiness Organizational citizenship Counterproductive  behavior

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What individual differences affect Job Satisfaction?

Genetic predispositions - Based on three studies conducted by Arvey and his colleagues, 30% of job satisfaction appears to be explainable by genetic factors. Such a finding does not of course mean that there is a “job satisfaction gene”. Instead, inherited personality traits such as negative affectivity ( the tendency to have negative emotions such as fear, hostility, and anger) are related to our tendency to be satisfied with jobs.

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Core self- evaluations Judge, Locke, and Durham have hypothesized the four personality variables are related to  people’s predisposition to be satisfied with their life and jobs: Emotional stability Self-esteem Self-efficacy Internal locus  of control-the extent to which people believe that  they are responsible for and in control of their success or failure in life Culture Intelligence

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Are Employees Satisfied with Other Aspects of their Lives?

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Are Employees’ Job Expectations Being Met?

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In a test of a discrepancy theory, a  meta-analysis concluded that when an employee’s expectations are not met, the results are lower job satisfaction, decreased organizational commitment, and an  increased intent to leave the organization.

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Is the Employee a Good Fit with the Job and the Organization?

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Vocation Job Organization Coworkers Supervisor

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Additional aspects of fit according to DeRue

Needs/ supplies The extent to which the rewards, salary, and benefits received to be consistent with their efforts and performance. The extent to which employees’ desire for a particular work schedule matches their actual schedule.

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Does not seem excited when first hired or assigned to a job; Starts asking for more tasks to be given to other employees; Applies for other jobs in the organization; Begins to ask for new projects; and Appears bored or unchallenged

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