Chapter 4- Job Satisfaction Flashcards
(26 cards)
job satisfaction
pleasurable emotional state resulting from the appraisal of one’s job or job experiences
values
those things that people consciously or subconsciously want to seek or attain
value-percept theory
argues that job satisfaction depends on whether you perceive that your job supplies the things that you value
pay satisfaction
employees’ feelings about their pay, including whether it’s as much as they deserve, secure, and adequate for both normal expenses and luxury items
promotion satisfaction
employees’ feelings about the company’s promotion policies and their execution, including whether promotions are frequent, fair, and based on ability
supervision satisfaction
employees’ feelings about their boss, including whether the boss is competent, polite, and a good communicator
coworker satisfaction
employees’ feelings about their fellow employees, including whether coworkers are smart, responsible, helpful, fun, and interesting as opposed to lazy, gossipy, unpleasant, and boring
satisfaction with the work itself
employees’ feelings about their actual work tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable
meaningfulness of work
reflects the degree to which work tasks are viewed as something that “counts” in the employee’s system of philosophies and beliefs
responsibility for outcomes
captures the degree to which employees feel that they’re key drivers of the quality of the unit’s work
knowledge of results
reflects the extent to which employees know how well (or poorly) they’re doing
job characteristics theory
describes the central characteristics of intrinsically satisfying jobs, attempts to answer this question
variety
degree to which the job requires a number of different activities that involve a number of different skills and talents
identity
degree to which the job requires completing a whole, identifiable, piece of work from beginning to end with a visible outcome
significance
degree to which the job has a substantial impact on the lives of other people, particularly people in the world at large
autonomy
degree to which the job provides freedom, independence, and discretion to the individual performing the work
feedback
degree to which carrying out the activities required by the job provides employees with clear information about how well they’re performing
job enrichment
duties and responsibilities associated with a job are expanded to provide more variety, identity, autonomy, and so forth
job crafting
where they shape, mold, and redefine their jobs in a proactive way
moods
states of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly directed at or caused by anything
flow
state in which employees feel a total immersion in the task at hand, sometimes losing track of how much time has passed
affective events theory
workplace events can generate affective reactions- reactions that then can go on to influence work attitudes and behaviors
emotions
states of feeling that are often intense, last for only a few minutes, and are clearly directed at someone or some circumstance
emotional labor
need to manage emotions to complete job duties successfully
