Job satisfaction is defined as a collection of attitudes people have about their jobs, and can be positive or negative. It is determined by evaluating six factors: variety in work, pride in work, independence, pay, recognition, and coworkers. Overall satisfaction is an overall indicator of one's attitude, and can be influenced by expectations versus reality, personality traits like extraversion and neuroticism, work events and emotions, leadership, and job characteristics. Organizational commitment is the desire to be part of an organization and can be affective, normative, or continuance based on emotional attachment, obligation, or reliance on salary/benefits respectively. Employers should care about commitment because turnover is costly.
Job satisfaction is defined as a collection of attitudes people have about their jobs, and can be positive or negative. It is determined by evaluating six factors: variety in work, pride in work, independence, pay, recognition, and coworkers. Overall satisfaction is an overall indicator of one's attitude, and can be influenced by expectations versus reality, personality traits like extraversion and neuroticism, work events and emotions, leadership, and job characteristics. Organizational commitment is the desire to be part of an organization and can be affective, normative, or continuance based on emotional attachment, obligation, or reliance on salary/benefits respectively. Employers should care about commitment because turnover is costly.
Job satisfaction is defined as a collection of attitudes people have about their jobs, and can be positive or negative. It is determined by evaluating six factors: variety in work, pride in work, independence, pay, recognition, and coworkers. Overall satisfaction is an overall indicator of one's attitude, and can be influenced by expectations versus reality, personality traits like extraversion and neuroticism, work events and emotions, leadership, and job characteristics. Organizational commitment is the desire to be part of an organization and can be affective, normative, or continuance based on emotional attachment, obligation, or reliance on salary/benefits respectively. Employers should care about commitment because turnover is costly.
Definition: A collection of attitudes that people have about their jobs.
A positive (or negative) feeling about ones job resulting from an evaluation of jobs characteristics or an individuals emotional response towards work or workplace. 6 questions that define job satisfaction: The variety in my work Being able to take pride in my work The chance to work by myself The amount I get paid The credit I get for the work that I do The people whom Im working with Facet satisfaction: Tendency to be more or less satisfied with various aspects of the job. Overall satisfaction: An overall or summary indicator of a persons attitude towards the job Discrepancy between expectations and current state: Expectations > Actual outcomes Not satisfied Expectations Actual outcomes Satisfied Expectations <Actual outcomes Highly satisfied Dispositional Influences: Extraversion (or positive affectivity) High PA = cheerful, enthusiastic, confident, active, & energetic PA = Reward-signal sensitivity (E.g., Pay) Neuroticism (or negative affectivity) High NA = negative mood states Affective Event Theory (Weiss & Cropanzano, 1996) Emotions are triggered by events and happenings at work Stressful events: - The extent of a nurses exposure to AIDS patients is positively associated with negative mood at work (George et al., 1993) - Unpleasant mood spilled over from family to work (Williams & Alliger, 1994)
Leaders: - A role in the production of moods and emotions (e.g., what angered people depended on their organizational position (Fitness, 2000))
Job/ Work Group Characteristics - Job type (e.g., service industry) - Work group members tend to share moods and emotions
A happy worker is a productive worker (Hawthorne studies at Western Electric, 1930s and 1940s) Happiness = daily emotions or job satisfaction Happiness = daily emotions Emotion manipulation Happy individuals had approximately 12% greater productivity (Oswald et al., 2009) This proposition is true! Happiness = job satisfaction Mixed results Moderately strong association between job satisfaction and job performance (Judge et al., 2001) Does [more] money make people happy? - Insufficient pay can make us unhappy and dissatisfied, so need to pay employees enough - But after a certain threshold, more pay doesnt necessarily make us more happy - However, we may continue to evaluate our lives more positively with increasing $ - People who get paid hourly are less happier than people who work for salaries.
Organizational Commitment - The desire to be the member of an organization
Three types: Affective commitment Normative commitment Continuance commitment Affective Commitment: - Commitment due to an emotional attachment to, and involvement with, the organization - Affective commitment is influenced by the bonds between employees - You stay because you want to - Employees with affective commitment are more likely to engage in organizational citizenship behavior (which means Go beyond what is expected and required) Normative Commitment - The obligation an employee feels to stay with an organization (e.g., moral or ethical reasons) - You stay because you ought to - Build a sense of obligation-based commitment Continuance Commitment - It occurs when an employee is influenced by salary and benefits and the degree to which she/he is embedded in the community - You stay because you need to - Tend to more passive - Continuance commitment is increased by - Lack of employment alternatives - The investment Why should we care about organizational commitment? Answer: Turnover - Good people are valuable resources - Turnover is costly - Decrease in productivity - Costs of recruitment and training - Public relationship costs
To Be African or Not To Be: An Autoethnographic Content Analysis of The Works of Dr. Asa Grant Hilliard, III (Nana Baffour Amankwatia, II) - by Qiana M. Cutts