CHAPTER 10: EMPLOYEE SATISFACTION AND COMMITMENT Flashcards
three motivational facets to organizational commitment
Afffective Commitment, Continuance Commitment and Normative commitment
The extent to which an employee wants to remain with an organization and cares about the organization.
Affective 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.
Continuance commitment
The extent to which employees feel an obligation to remain with an organization.
Normative commitment
postulates that some variability in job satisfaction is due to an individual’s personal tendency across situations to enjoy what she does. Thus, certain types of people will generally be satisfied and motivated regardless of the type of job they hold
Individual difference theory
What are the four personality variables that are related to people’s predisposition to be satisfied with their life and jobs
emotional stability,
self-esteem,
selfefficacy (perceived ability to master their environment), and
internal locus of control (perceived ability to control their environment).
States that employees model their levels of satisfaction and motivation from other employees.
Social information processing theory, also called social learning theory
A theory that postulates that if employees perceive they are being treated fairly, they will be more likely to be satisfied with their jobs and motivated to do well.
Organizational justice
The perceived fairness of the decisions made in an organization.
Distributive justice
The perceived fairness of the methods used by an organization to make decisions.
Procedural justice
The perceived fairness of the interpersonal treatment that employees receive in an organization.
Interactional justice
A system in which employees are given the opportunity to perform several different jobs in an organization.
Job rotation
system in which employees are given more tasks to perform at the same time.
Job enlargement
A system in which employees are given more responsibility over the tasks and decisions related to their job.
Job enrichment
The theory proposed by Hackman and Oldham that suggests that certain characteristics of a job will make the job more or less satisfying, depending on the particular needs of the worker.
Job characteristics theory
A measure of the extent to which a job provides opportunities for growth, autonomy, and meaning.
Job Diagnostic Survey (JDS)
Employee groups that meet to propose changes that will improve productivity and the quality of work life.
Quality circles
A measure of job satisfaction in which raters place a mark under a facial expression that is most similar to the way they feel about their jobs.
Faces Scale
The most commonly used scale today and are developed by Smith, Kendall, and Hulin in 1969. consists of 72 job-related adjectives and statements that are rated by employees. The scales yield scores on five dimensions of job satisfaction: supervision, pay, promotional opportunities, coworkers, and the work itself.
Job Descriptive Index (JDI)
developed by Weiss, Dawis, England, and Lofquist
A measure of job satisfaction that contains 100 items that yield scores on 20 scales
Minnesota Satisfaction Questionnaire (MSQ)
A measure of the overall level of job satisfaction.
Job in General (JIG) Scale
15-item questionnaire developed by Mowday, Steers, and Porter (1979) to measure three commitment factors: acceptance of the organization’svaluesand goals, willingness to work to help the organization, and a desire to remain with the organization.
Organizational Commitment Questionnaire (OCQ):
nine-item survey developed by Balfour and Wechsler (1996) that measures three aspects of commitment: identification, exchange, and affiliation. Sample questions include, “I felt like a part of the family at this organization” and “What this organization stands for is important to me.”
Organizational Commitment Scale (OCS)
A method of absenteeism control in which employees are paid for their unused sick leave.
Well pay
