Satisfaction at work Flashcards
Theories of job satisfaction
I
Two factor theory
Frederick Herzberg
-job satisfaction and job dissatisfaction work independently
-workers not satisfied with jobs that simply fulfill their lower order needs
-they look for higher order gratification
-increasing satisfaction will not decrease dissatisfaction
Motivators and hygiene factors
-hygiene factors are external factors
-motivators are internal factors
-hygiene factors do not contribute to a feeling of satisfaction but their absence can lead to a feeling of dissatisfaction
Job characteristics theory
Hackman and Oldham
-can be used to create jobs that appeal to workers and keep them motivated
5 key factors
skill variety {
task identity { - Meaningfulness
task significance {
autonomy -responsibility
feedback from job -knowledge of results
Techniques of job design
-three further techniques of job design can be used once a job has started:
job enrichment
job rotation (between departments)
job enlargement: horizontal(more tasks at the same level)
vertical (higher level tasks)
Measuring job satisfaction
II
Job descriptive index
Smith et al
-measures 5 aspects: experience of the work
salary
promotion prospects
experience of supervision
experience of co-workers
- yes, no, or can’t decide
The Minnesota Satisfaction Questionnaire
Weiss et al
-measures employee’s satisfaction
-long version (100) short version (20)
-measures aspects including: company policies, scope for advancement, security, independence, recognition, responsibility, variety and working conditions
Responses
not satisfied
somewhat s
satisfied
very s
extremely s
Quality of working life
Walton
-QWL: a range of factors such as job security, reward systems, pay levels and opportunity for growth
The 8 components of QWL
fair and adequate payment
safe and healthy working conditions
providing opportunities to use and develop skills
opportunity for career growth and security
positive social relationships/integration within the workplace
The total life space
constitutionalism in the workplace
social relevance
Attitudes to work
III
Workplace sabotage
Giacalone and Rosenfeld
-behaviours that are designed to break the rules and deliberately try to
stop work from taking place
-4 general methods: slowdowns, destructiveness, dishonesty, causing chaos)
-least accepted form of sabotage is dishonesty
Absenteeism
Blau and Boal
-voluntary or involuntary
-job involvement and organisational commitment
