11. WORKPLACE ATTITUDES AND PERFORMANCE

Question 1

what are the three elements of performance?

Answer 1

performance
effectiveness
productivity

Question 2

performance

Answer 2

task-related behaviour

Question 3

effectiveness

Answer 3

evaluation of performance relative to expected performance standards

Question 4

productivity

Answer 4

effectiveness relative to cose

time, money, burnout

Question 5

what are three elements of workplace attitude>

Answer 5

cognitive information
affective information
behavioural information

Question 6

what is cognitive information

Answer 6

what we know

fact and beliefs

Question 7

what is affective information

Answer 7

how we feel

emotions

Question 8

behavioural information

Answer 8

how we act

e.g. past actions

Question 9

what are types of work attitudes

Answer 9

job satisfaction
job involvement
organisational commitment
perceived organisational support

Question 10

what is job satisfaction

Answer 10

positive and/or negative feelings individuals hold towards their job
a pleasurable or positive state resulting from the appraisals of one’s job or job experienes

Question 11

what is job involvement

Answer 11

positively identifying with the job, actively participating in it, and considering performance important to self-worth

Question 12

what is organisational commitment

Answer 12

identifying with an organisational and its goals, and wishing to maintain membership in that organisation

Question 13

what is perceived organisational support?

Answer 13

evaluation of how much a company values employee contributions and cares for their well-being

Question 14

why do we need job satisfaction

Answer 14

profits

Question 15

what are the two measures of job satisfaction?

Answer 15

global job satisfaction

job facet satisfiaction

Question 16

what is an example of global job satisfaction

Answer 16

how satisfied are you with your job?
1=highly dissatisfied
5=highly satisfied

Question 17

what is an example for job facet satisfaction

Answer 17

e.g. pay, supervision, co-workers, with itself

Question 18

what are methods for measuring job facet satisfaction>

Answer 18

Minnesota satisfaction questionnaire (MSQ)

Job descriptive index (JDI)

Question 19

how many factors does MSQ measure?

Answer 19

20

Question 20

how many measures does JDI measure?

Answer 20

5 satisfaction facets

Question 21

what are the 20 factors that MSQ measures?

Answer 21

o	Ability Utilization
o	Achievement
o	Activity 
o	Advancement 
o	Authority 
o	Company Policies 
o	Compensation
o	Co-workers
o	Creativity 
o	Independence
o	Moral Values
o	Recognition
o	Responsibility
o	Security 
o	Social Service
o	Social Status
o	Supervision-Human Relations
o	Supervision-Technical
o	Variety
o	Working Conditions

Question 22

what are the 5 satisfaction facets that JDI measures?

Answer 22

supervision
co-workers
pay
promotional opportunities
the work itsself

Question 23

what are moderators?

Answer 23

factors that influence the strength of relationships between other variables
e.g. influencing how strongly satisfaction and performance are related

Question 24

what are the two things that moderators of the satisfaction/performance relationship include?

Answer 24

personal control

job complexity

Question 25

personal control

Answer 25

relationship stronger where people have more control over their work

Question 26

job complexity

Answer 26

relationship stronger where jobs are varied and give employees discretion on how they achieve tasks

Question 27

what are the 4 responses to dissatisfaction?

Answer 27

voice, exit, loyalty, neglect

Question 28

what is the 'voice' in responses to dissatisfaction

Answer 28

individual and collective action to improve work conditions

Question 29

what is the 'exit' response to dissatisfaction?

Answer 29

action to pursue leaving (as individuals or as collective)

Question 30

what is the neglect response to dissatisfaction?

Answer 30

psychological withdraw, reduced effort absenteeism

Question 31

what is in the attitude that is between exit and neglect

Answer 31

destructive

Question 32

what is the attitude between voice and exit

Answer 32

active

Question 33

what is the attitude between voice and loyalty

Answer 33

constructuve

Question 34

what is the loyalty response to dissatisfaction

Answer 34

defend organisation and wait in hope conditions improve

Question 35

what is the attitude between loyalty and neglect?

Answer 35

passive

Question 36

satisfaction and absenteeism

Answer 36

satisfied employees have fewer afordable absences

Question 37

satisfaction and turnover

Answer 37

satisfied employees are less likely to qit

Question 38

satisfaction and organisational citizenship behaviour

Answer 38

involves OCB which is | discretionary behaviour that is not part of formal job requirements, but contributes to workplace functioning

Question 39

what does OCB stand for?

Answer 39

organisation citizenship behaviour

Question 40

what are satisfied employees more likely to engage in?

Answer 40

OCB (moderate correlation)

Question 41

when will satisfied employees be more willing to engage in OCBs?

Answer 41

when they feel fairly treated by their organisation | they trust their organisation

Question 42

what are causes of job satisfaction?

Answer 42

pay | job characteristics

Question 43

what is the overall relationship between pay and job satisfaction that Judge et al, 2010 proposed?

Answer 43

the relationship is weak (correlation =.15) but there is still an influence

Question 44

when is the relationship between pay and job satisfaction stronger?

Answer 44

at lower pay levels

Question 45

when will there be no identifiable relationship between pay and job satisfaction?

Answer 45

when people reach a level of confortable living (e.g. US citizens earning over USD40 000)

Question 46

what are the core job characteristics?

Answer 46

skill variety, task identity, task significance autonomy job feedback

Question 47

what does skill variety, task identity, task significance involve?

Answer 47

a variety of activities that use different skills/talents

Question 48

what does skill variety, task identity, task significance require

Answer 48

completion of a whole or identifiable piece of work

Question 49

what does skill variety, task identity, task significance have a substantial impact on?

Answer 49

has a substantial impact on the lives or work of others

Question 50

what does autonomy allow?

Answer 50

freedom, independent and discretion in how work is scheduled and performed

Question 51

what is job feedback?

Answer 51

progress and performance is easily seen in task activity

Question 52

what do overall core job characteristics lead to?

Answer 52

critical psychological states --> outcomes

Question 53

what is the psychological state that results from skill variety, task identity, task significance?

Answer 53

meaningfulness

Question 54

what is the psychological state that results from autonomy

Answer 54

responsibility

Question 55

what is the psychological state that comes from feedback from job?

Answer 55

knowledge of results

Question 56

what is the outcome of all the critical psychological states?

Answer 56

work motivation growth satisfaction general satisfaction work effectiveness

Question 57

what does skill variety, task identity, task significance PLUS autonomy PLUS job feedback equal to?

Answer 57

motivating potential score

Question 58

what is the individual difference between core job characteristics and outcomes?

Answer 58

knowledge / skills; grown-need strength; context satisfaction

Question 59

what characteristics do people with high job involvement have?

Answer 59

they identify with their job ("love their work") | care deeply about what work they do

Question 60

what are the antecedents of job involvement?

Answer 60

personality job characteristics supervisor behaviour?

Question 61

what are the personality traits involved in antecedents of job involvement?

Answer 61

internally motivated strong work ethic high self-esteem

Question 62

what are the job characteristics involved in the antecedents of job involvement??

Answer 62

that the job is challenging, requires a variety of skills and involves significant tasks

Question 63

what behaviours of the supervisor that is involved in the antecedents of job involvement??

Answer 63

participative (asks for input) | considerate (cares)

Question 64

what is the consequences of antecedents?

Answer 64

job involvement

Question 65

what is the consequence of job involvement?

Answer 65

higher: performance (effectiveness) organisational commitment lower: turnover intentions absenteeism

Question 66

what are the elements of organisational commitment

Answer 66

affective continuance normative

Question 67

what is affective with regard to organisational commitment?

Answer 67

emotional attachment | "want to stay"

Question 68

what is continuance with regard to organisational commitment?

Answer 68

perceptions of difficulty of leaving | "need to stay"

Question 69

what is normative with regard to organisational commitment?

Answer 69

feelings of obligation | "ought to stay"

Question 70

what are the measures of organisational commitment?

Answer 70

Organisational commitment questionairre (OCQ)

Question 71

what is the sale of the organisational commitment questionaire?

Answer 71

1 (strongly disagree) to 5 (strongly aggree)

Question 72

what would be an example of affective organisational commitment?

Answer 72

“I would be very happy to spend the rest of my career in this organisation” (affective)

Question 73

what would be an example of continuance organisational commitment?

Answer 73

“It would be very hard for me to leave this organisation right now, even if I wanted to” (continuance)

Question 74

what would be an example of normative organisational commitment?

Answer 74

“This organization deserves my loyalty” (normative)

Question 75

what are the positive antecedents of organisational commitment?

Answer 75

organisational support | perceived fairness

Question 76

what are the negative antecedents of organisational commitment?

Answer 76

transferrable skills tole conflict external locus of control

Question 77

what are the higher consequences of organisational commitment?

Answer 77

performance (effectiveness) organizational commitment organisational citizenship

Question 78

what are the lower consequences of organisational commitment?

Answer 78

``` turnover neglect absenteeism stress work-family conflict ```

Question 79

what is an issue of organisational commitment?

Answer 79

job embeddedness

Question 80

what is job embeddeddness?

Answer 80

this range and strength of commitment people feel across different areas of their work

Question 81

what is POS?

Answer 81

percieved organisational support

Question 82

what do people with high POS believe?

Answer 82

they believe that their organisation values and cares for them

Question 83

what are the antecedents of POS?

Answer 83

fair processes supportive supervisor decent pay good promotion prospects

Question 84

what are the higher consequences of POS?

Answer 84

performance (effectiveness) organisational commitment organisational citizenship

Question 85

what are the lower consequences of POS?

Answer 85

turnover intentions | absenteeism