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a pleasurable emotional state resulting from the appraisal of one's job or job experience; how you feel and w
values
those things that people consciously or subconsciously want to attain
value-percept theory
claims that job satisfaction depends on whether you perceive that your job supplies you with the things you
dissatisfaction = (Vwant-Vhave)(Vimportance)
value-percept theory equation
Vwant
how much of a value an employee wants
Vhave
how much of a value an employee's job supplies
Vimportant
how important a value is to an employee
pay satisfaction, promotion satisfaction, supervision satisfaction, coworker satisfaction, and satisfaction wi
facets that people evaluate satisfaction on
pay satisfaction
employees' feelings about their pay, including whether it's as much as they deserve, secure, and adequate fo
promotion satisfaction
employees' feelings about the company's promotion policies and their execution, including whether promo
supervision satisfaction
employees' feelings about their boss, including whether the boss is competent, polite, and a good communi
coworker satisfaction
employees' feelings about their fellow employees, including whether their coworkers are smart, responsible
meaningfulness of work
the degree to which work tasks are viewed as something that "counts" in the employee's system of philosop
variety
the degree to which the job requires a number of different activities that involve a number of different skill
identity
the degree to which the hob require completing a whole, identifiable, piece of work from beginning to end w
significance
the degree to which the job has a substantial impact on the lives of other people, particularly people in the w
autonomy
the degree to which the job provides freedom, independence, and discretion to the individual performing th
feedback
the degree to which carrying out the activities required by the hob provides employees with clear info abou
knowledge and skill; growth need strength
moderators that influence the strength of the relationship between variables
moods
states of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly d
pleasantness
the degree to which an employee is in a good versus bad mood
activation
the degree to which moods are aroused and active, as opposed to unaroused and inactive
challenging activity and having the necessary skills
lead to intense forms of positive moods and flow
flow
a state in which employees feel a total immersion in the task at hand; "in the zone"
emotions
states of feeling that are often intense, last for only a few minutes, and are clearly directed at (and caused b
life satisfaction
the degree to which employees feel a sense of happiness with their lives; strongly predicted by job satisfacti
job descriptive index
examines the five satisfaction facets, one of the most widely administered job satisfaction surveys
Job in General
accompanies the JDI, assesses overall job satisfaction
job satisfaction
directly affects job performance and organizational commitment. A pleasurable emotional state resulting fr
values
those things that people consciously or subconsciously want to seek or attain. Employees are more satisfied
argues that job satisfaction depends on whether you perceive that your job supplies the things that you valu
Dissatisfaction=(Vwant-Vhave)(Vimportance)
value percept theory
suggests that people evaluate job satisfaction according to specific "facets" of the job.
facets
pay satisfaction, promotion satisfaction, supervision satisfaction, coworker satisfaction, satisfaction with th
pay satisfaction
workers feelings about their pay, including whether it's as much as they deserve, secure, and adequate for b
promotion satisfaction
employees feelings about the company's promotion policies and their execution, including whether promot
supervision satisfaction
employees e=feelings about their boss, including whether the boss is competent, polite, and a good commu
coworker satisfaction
employees feelings about their fellow employees, including whether coworkets are smart, responsible, help
2. supervisor
3. coworker
4. promotion
5. pay
reflects the degree to which work tasks are viewed as something that
responsibility for outcomes
captures the degree to which employees feel that they are key drivers
knowledge of results
the extent to which employees know how well they are doing
describes the central characteristics of intrinsically satisfying jobs, attempts to answer the question what ki
the degree to whoch the job requires a number of different activities that involve a number of different skill
the degree to which the job has a substantial impact on the lives of ot
autonomy
the degree to which the job provides freedom, independence, and disc
the
degree to which carrying out the activities required by the job prov
feedback
MUST be obtained directly from the job
moderators
steps
to current
improve
satisfaction
JCT
1. assess the
level of
the characteristics
to arrive at a satisfaction potential score 2. the organization
satisfaction levels
job enrichment
step 2. when job duties and responsibilities are expanded to provide increased levels of core job characteris
job crafting
the employee can shape, mold, and redefine their jobs in a proactive way.
moods
states of feeling that are often mild in intensity, last for a long time and are not directly caused by anything
mood categories
pleasantness and activation(arousal)
unpleasent
grouchy sad blue
pleasant
happy, cheerful, pleased
flow
a state in which employees feel a total immersion in the task at hand, losing track of time
emotions
states of feeling that are often intense, last only for only a few minutes and are caused by an event.
workplace events can generate affective reactions, reactions that then can go on to influence work attitudes
emotional labor
the need to manage emotions to complete job duties successfully.
emotional contagion
shows that one person can catch or be infected by the emotions of others.
attitude surveys
snapshot of how satisfied the workforce is and if repeated over time reveals trends in satisfaction leve