Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

IO > Chapter 10 - Job Attitudes > Flashcards

Chapter 10 - Job Attitudes Flashcards

1
Q

Degree of positive or negative feelings a person has toward a particular person, place, or thing

A

Attitude

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Why are Job attitudes important?

A
  • Influence work behavior
  • Improving job attitudes is a desirable goal
  • They can help us understand the complexities of work & nonwork life
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Generalized feeling not identified with a particular stimulus & not sufficiently intense to interrupt ongoing thought processes

A

Mood

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Feelings normally associated with specific events or occurrences that are intense enough to disrupt thought processes

A

Emotion/ Affect

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

An ___________ is the degree of positive or negative feelings a person has toward a particular person, place, or thing

A

Attitude

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

According to the Theory of Planned Behavior, the determinants of an action are ones _________ to perform the action

A

Intention

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

One benefit of using the Faces Scale measure job satisfaction is that scale ___________

A

Is easier for verbally unskilled employees to complete

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Recent research indicates that the relationship between job satisfaction & performance is stronger in cultures that are high on _____ & low on ______

A

Individualism; uncertainty avoidance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Contextual performance is also known as: ___________

A

Organizational citizenship behavior

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

One of the strongest predictors of affective & normative commitment is: ___________

A

Organizational support

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

What is emotional labor? Please provide an example of a job in which emotional labor can be very detrimental to the organizational outcomes?

A

Emotional labor is the effort, planning, & control required by employers to express organizationally desired emotions during interpersonal interactions. For example, if you are a customer representative & you are experiencing emotional labor you will not be able to do the job properly & in turn not be as pleasant, helpful, or encouraging as a customer service representative is supposed to be. Overall, this can cause damage to the organization as well as the individual.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Pleasurable, positive emotional state resulting from the cognitive appraisal of ones job or Job experiences

A

Job Satisfaction

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Relative strength of an individual’s identification with, attachment to, & involvement in a particular organization

A

Organizational Commitment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

An individual’s perception of the social pressures to perform or not perform a particular behavior

A

Subjective norm

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Individuals belief about how easy or difficult performance of the behavior is likely to be

A

Perceived behavioral control

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Characteristics or factors that lead to job satisfaction

A

Antecedents if job satisfaction

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Outcomes or results of job satisfaction

A

Consequences

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

What does the Theory of Planned Behavior say?

A

The determinants of an action are ones intentions to perform the action

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

What are some antecedents of job satisfaction?

A
  • job characteristics
  • individual/personal characteristics
  • social factors
  • growth opportunities
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

What are some consequences of job satisfaction?

A
  • performance
  • withdrawal behaviors
  • counterproductive behaviors
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

What are some performance consequences?

A
  • task

- contextual

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

What are some withdrawal behaviors in consequences?

A

Absenteeism
Lateness
Turnover
(Attempt to withdraw from work but maintain ties to organization & work role)

23
Q

What are some counterproductive behaviors?

A

Theft
Sabotage
Aggression

24
Q

What are some job characteristic antecedents?

A 
Skill variety 
Task identity
Task insignificance
Autonomy
Job feedback
Workload
25
Q

What are some individual/personal characteristic antecedents?

A

Affective disposition
Genetics
Self-esteem

26
Q

What are some social factors antecedents?

A

Supervisor relationships
Coworker relationships
Role variables
organizational justice

27
Q

What are some growth opportunities?

A

Promotion
Merit pay & benefits
Work-family issues

28
Q

Tendency to respond to classes of environmental stimuli in predetermined, affect-based ways

A

Affective Disposition

29
Q

Employees perceptions of their value is organization members

A

Organizational-based self-esteem (OBSE)

30
Q

Role of fairness in the workplace

A

Organizational Justice

31
Q

What is the honeymoon-hangover effect?

A

Job satisfaction is highest at the beginning of a new job (honeymoon)

  • new experiences, new people
  • everyone is helpful & nice

However, JOb Satisfaction drops & levels out after a few months (hangover)

  • get used to the novelty
  • people start acting more “normal”
32
Q

What is global satisfaction?

A

Overall job performance
Overall job outcome
General dispositions

33
Q

What is facet level job satisfaction?

A

Quality of supervision
Whether or not they’ve recent promotion
Quality of specific work outcomes

34
Q

Which principle states the strength of a relationship between a job attitude & a job outcome will depend on their matched level of specificity

A

Compatibility Principle

35
Q

Most frequently used & best-validated measures of job satisfaction

A

Job Description Index (JDI)

36
Q

What are the 5 dimensions in the Job Description Index (JDI)?

A 
Satisfaction with type of work
Pay
Promotion opportunities 
Supervision
Coworkers
37
Q

Useful for assessing

  • overall satisfaction from employees
  • customer satisfaction w/ food or product
  • patient level of pain or discomfort
A

Faces Scale

38
Q

What are some advantages of standardized measures?

A

Allows for the comparison of data

JDI is one of the most reliable & valid

39
Q

What are some disadvantages of standardized measures?

A
  • Measures are often missing aspects of the job that impact JS(personality, organizational fit)
  • the self-report nature of measures
40
Q

What are the 2 types of absenteeisms? Define them.

A
  • Voluntary absenteeism
  • employees miss bc they want to do something else(not bc they’re ill or unable to work)
  • Involuntary absenteeism
  • employees have a legitimate excuse for missing work-typically illness
41
Q

What are the 2 types is turnovers? Define them.

A
  • Involuntary turnover
  • when an employee is fired or laid off
  • Voluntary turnover
  • when competent & capable employees leave to work elsewhere
42
Q

What are the 3 types of Organizational commitment? Define them.

A
  • Affective commitment
  • emotional attachment to an organization
  • “want to”
  • normative commitment
  • obligation to remain in the organization
  • “should” or “ought to”
  • continuance commitment
  • perceived cost of leaving the organization
  • “have to” or “need to”
43
Q

What is the most widely used measure?

A

Organizational Commitment Questionnaire (OCQ)

44
Q

Behaviors that bring, or are intended to bring harm to an organization, it’s employees, or it’s stake holders

A

Counterproductive Work Behaviors ( CWBs)

45
Q

Enjoy the act of working, obsessed with it, devotes personal time at the expense of other important life roles

A

Workaholics

46
Q

Extent to which employees are cognitively engaged in their jobs

A

Job Involvement

47
Q

Employees global believes concerning the extent to which the organization values their contributions &a cares about their well-being

A

Perceived organizational support (POS)

48
Q

Ways in which individuals monitor their emotions & all the expression of this emotions

A

Emotion regulation

49
Q

Effort, planning, & control required by employees to express organizationally desired emotions during interpersonal interactions

A

Emotional Labor

50
Q

Degree of importance that work, in general, holds in an employees life

  • develops from socialization
  • related to affective commitment
A

Work Centrality

51
Q

What are 2 examples of emotion regulation? Define them.

A
  • Amplification
  • faking/exaggerating pleasant emotion(can lead to job satisfaction)
  • suppression
  • hiding displays of felt emotions such as anger. Jealousy(can lead to job dissatisfaction)
52
Q

Accomplishing work tasks from distant location using electronic communication
*dangers- alienation, promotion less likely, loss of identity

A

Telecommuting

53
Q

What are some changes in job structure that can ⬆️ positive attitudes? Define them.

A
  • Job rotation
  • systematic movement of workers from one type of task to another to alleviate boredom & enhance worker training
  • Job enlargement
  • the expansion of a job to include additional & more varied work tasks
  • Job enrichment
  • allowing workers a greater voice in planning, execution, & evaluation of their own work activities
54
Q

What are some changes in pay structure that can ⬆️ positive attitudes? Define them.

A
  • skill-based pat
  • compensation in which workers are paid based on their knowledge & skills
  • merit pay
  • compensation in which employees receive a base rate & additional pay based on performance
  • gain-sharing
  • compensation based on effective group/unit performance
  • profit-sharing
  • all employees receive a small share of an organizations profits

IO (12 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions