Management and Organizational Studies 2181A/B Study Guide - Final Guide: Job Satisfaction, Job Performance, Organizational Commitment
14 Dec 2017
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MOS 2181
Chapter 5
Job Satisfaction
●Definition
○A pleasurable emotional state resulting from the appraisal of one’s job or job
experiences
○Represents how a person feels and thinks about his or her job
●Values
○Things that people consciously or unconsciously want to seek or attain
○Value-Percept Theory
■A theory that argues that job satisfaction depends on whether the
employee perceives that his or her job supplies those things that he or she
values
■Dissatisfaction = (Vwant - Vhave) X (Vimportance)
■Suggest that people evaluate job satisfaction according to specific facets of
the job
■Pay Satisfaction
●Employees’ feelings about the compensation for their jobs
●Most employees base their desired pay on a careful examination of
their job duties and the pay given to comparable colleagues
●Moderately correlated with overall job satisfaction
■Promotion Satisfaction
●Employees’ feelings about how the company handles promotions
●Most employees value promotions for providing opportunities for
more personal growth, a better wage, and more prestige
●Some employees may not want frequent promotions
○Promotions bring more responsibility and increased work
hours
●Moderately correlated with overall job satisfaction
■Supervision Satisfaction
●Employees’ feelings about their boss, including his or her
competency, communication, and personality
●Strongly correlated with overall job satisfaction
■Co-Worker Satisfaction
●Employees’ feelings about their co-workers, including their
abilities and personalities
●Strongly correlated with overall job satisfaction
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■Satisfaction with the Work Itself
●Employees’ feeling about their actual work tasks
●Strongly correlated with overall job satisfaction
●The single strongest driver of overall job satisfaction
●Job Characteristics Theory
○A theory that argues that five core characteristics combine to result in high levels
of satisfaction with the work itself
■Variety
●The degree to which a job requires different activities and skills
■Identity
●The degree to which a job offers completion of a whole,
identifiable piece of work
■Significance
●The degree to which a job really matters and impacts society as a
whole
■Autonomy
●The degree to which a job provides freedom, independence, and
discretion to perform the work
■Feedback
●The degree to which the job itself provides information about how
well the job holder is doing
○Meaningfulness of Work
■A psychological state indicating the degree to which work tasks are
viewed as something that counts in the employee’s system of philosophies
and beliefs
■Affected by variety, identity, and significance
○Responsibility for Outcomes
■A psychological state indicating the degree to which employees feel they
are key drivers of the quality of work output
■Affected by autonomy
○Knowledge of Results
■A psychological state indicating the extent to which employees are aware
of how well or how poorly they are doing
■Affected by feedback
○Moderators
■Influence the strength of the relationships between variable
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find more resources at oneclass.com
Document Summary
A pleasurable emotional state resulting from the appraisal of one"s job or job experiences. Represents how a person feels and thinks about his or her job. Things that people consciously or unconsciously want to seek or attain. A theory that argues that job satisfaction depends on whether the employee perceives that his or her job supplies those things that he or she values. Dissatisfaction = (vwant - vhave) x (vimportance) Suggest that people evaluate job satisfaction according to specific facets of the job. Employees" feelings about the compensation for their jobs. Most employees base their desired pay on a careful examination of their job duties and the pay given to comparable colleagues. Employees" feelings about how the company handles promotions. Most employees value promotions for providing opportunities for more personal growth, a better wage, and more prestige. Some employees may not want frequent promotions. Promotions bring more responsibility and increased work hours.
