ch4 job satisfaction

ch4 job satisfaction - Job Satisfaction 1 Job Satisfaction...

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Unformatted text preview: Job Satisfaction 1 Job Satisfaction Job Job satisfaction is a pleasurable emotional state resulting from the appraisal of one’s job or job experiences. It represents how you feel about your job and what It you think about your job. think about 49 percent of Americans are satisfied with their 49 jobs, down from 58 percent a decade ago. jobs, 2 Effects of Job Satisfaction on Performance and Commitment Performance 3 Why Are Some Employees More Satisfied than Others? More At a general level, employees are At satisfied when their job provides the things that they value. Values are those things that people consciously or subconsciously want to seek or attain. seek 4 Value-Percept Theory Value-Percept Value-percept theory argues that job satisfaction depends on whether you perceive that your job supplies the things that you value. value. People evaluate job satisfaction according to specific People “facets” of the job. “facets” Dissatisfaction = (Vwant - Vhave) X (Vimportance) Vwant reflects how much of a value an employee wants want reflects Vhave indicates how much of that value the job supplies have indicates Viimportance reflects how important the value is to the mportance employee employee 5 6 DOES PAY SATISFY (ACROSS JOBS)? (ACROSS 90 s 80 cret arie Prof/Tech Se Job satisfaction (%100) 100 Nurses 70 Temps ManagersLawyers Faculty 60 Executives 50 0 50 100 150 Salary x $1,000 200 250 Correlations Between Satisfaction Facets and Overall Job Satisfaction Facets 8 Value-Percept Theory, Cont’d Value-Percept Pay satisfaction refers to employees’ feelings about their pay, including whether it is as much as they deserve, secure, and adequate for both normal expenses and luxury items. expenses Promotion satisfaction refers to employees’ feelings about the company’s promotion policies and their execution, including whether promotions are frequent, fair, and based on ability. frequent, 9 Value-Percept Theory, Cont’d Value-Percept Supervision satisfaction reflects employees’ feelings about their boss, including whether the boss is competent, polite, and a good communicator. competent, “Can they help me attain the things that I value?” Can “Are they generally likable?” Coworker satisfaction refers to employees’ feelings about their fellow employees, including whether coworkers are smart, responsible, helpful, fun, and interesting as opposed to lazy, gossipy, unpleasant, and boring. and “Can they help me do my job?” Can “Do I enjoy being around them?” 10 Value-Percept Theory, Cont’d Value-Percept Satisfaction with the work itself reflects 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. being 11 Job Characteristics Theory Job 12 Critical Psychological States Critical 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 are key drivers of the quality of the unit’s work. the Knowledge of results reflects the extent to which employees know how well they are doing. employees 13 Job Characteristics Theory, Cont’d Job Variety is the degree to which the job requires a number of different activities that involve a number of different skills and talents. of Identity is the degree to which the job requires completing a whole, identifiable, piece of work from beginning to end with a visible outcome. beginning Significance is the degree to which the job has a substantial impact on the lives of other people. substantial 14 Job Characteristics Theory, Cont’d Job Autonomy is the degree to which the job provides freedom, independence, and discretion to the individual performing the work. individual Feedback is the degree to which carrying out the activities required by the job provides the worker with clear information about how well he or she is performing. performing. 15 Job Characteristics Theory, Cont’d Job Knowledge and skill Growth need strength Captures whether employees have strong needs for Captures personal accomplishment or developing themselves beyond where they currently are where Both of these increase the strength of the relationships within the model within 16 Growth Need Strength to Moderate Job Characteristic Effects Job 17 Video Case Video Patagonia What factors satisfy employees in Patagonia? How does Patagonia foster organizational commitment? How Answer in consideration of the satisfaction model & the Answer integrative model of OB integrative Take-home assignment Please discuss with group members Submit a 1-page single-spaced paper in class on your exam Submit date (September 15th) date Group # & names of participating members Group 18 Exam 1 Exam 1-hour, closed-book exam 60-70 multiple-choice questions From the lectures, textbooks, handouts, From assignments, etc assignments, Possibly a few short-answer questions Bring students ID card By Sunday, I will email the specific By textbook pages you are required to read textbook 19 ...
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