ADM 2336 Lecture Notes - Lecture 4: Job Satisfaction, Organizational Commitment
16 Jun 2018
School
Department
Course
Professor
Job Satisfaction
Job Satisfaction
It’s a pleasurable emotional state resulting from the appraisal of one's job or job
experience
•
What are some employees more satisfied than others?
Three reasons
Value fulfilment
A person shouldn’t work in a job where their values are not
respected
§
Unfulfilled values can cause a person to go from liking a job, to
hating it
§
Value-percept theory
Dissatisfaction - (VWANT - VHAVE) * (VIMPORTANCE)
VWANT - How much of a value an employee wants
◊
VHAVE - How much of that value the job supplies
◊
If a person has a bigger want than have the person
won't be satisfied
®
□
§
○
Commonly Assessed work Values (Most Common)
Categories
Specific Values
Pay
High salary
Secure salary
Promotion
Frequent promotions
Promotions based on ability
Supervision
Good supervisory relations
Praise for good work
Co-workers
Enjoyable co-workers
Responsible co-workers
The work itself
Utilization of ability
Freedom and independence
Intellectual stimulation
Creative expression
Sense of achievement
Satisfaction with work itself
Job characteristics theory
Job characteristic theory is five core characteristics are
combined to result in high levels of satisfaction with work
itself
Variety
Different activities requiring different skills and
talent
◊
®
Identify
Extent to which an employee can complete a
whole, identifiable piece of work
◊
®
Significance
The degree to which the job provides clear
importance
◊
®
Autonomy
The degree of freedom, independence and
discretion provided by the job
◊
®
Feedback (from job itself)
Degree to which the job provides clear
information about how well the individual is
performing the work
◊
®
□
Do all employees want more enriched jobs?
Employee "growth need strength"
Strong need for personal accomplishment
developing themselves beyond their current
status
◊
®
□
§
○
Mood and emotions
Mood and emotions fluctuate daily
Mood - States of feelings, mild intensity, last for while, not
directed towards anything
□
Emotions - Intense feeling, can be short, clearly directed
towards "something"
Emotions can be contagious - "Emotional Contagion"
®
□
§
Affective events theory
Workplace events can cause emotional reactions that impact
job satisfaction
□
§
○
•
How to track job satisfaction
Job descriptive index
Examples - People on a job are
Stimulating
§
Boring
§
Slow
§
Etc.
§
○
Strengths
Simple questions, easy to use
§
Track 5 "most commonly assessed" facets + "overall" satisfaction
§
Publicly available benchmarks
§
Compare across time
§
○
•
How important is job satisfaction
High levels of job satisfaction
High level of task performance and citizen behaviour
Lower counterproductive behaviour
§
○
Higher levels of affective and normative commitment
Bit not necessarily of continuance commitment
§
○
•
What makes people more satisfied with the work itself
Work is more satisfying when it provides 3 critical psychological states
Meaningfulness of work
○
Responsibility for outcomes
○
Knowledge of results
○
•
TLDR
Job satisfaction depends on a number of factors
Both rational and emotional
○
•
Tracking job satisfaction and learning what is impairing job satisfaction•
Low job satisfaction and high turnover are symptoms -> organization is sick•
Class 4 -Jan. 18th
Thursday, January 18, 2018
14:38
Document Summary
It"s a pleasurable emotional state resulting from the appraisal of one"s job or job experience. A person shouldn"t work in a job where their values are not respected. Unfulfilled values can cause a person to go from liking a job, to hating it. Vwant - how much of a value an employee wants. Vhave - how much of that value the job supplies. If a person has a bigger want than have the person won"t be satisfied. Job characteristic theory is five core characteristics are combined to result in high levels of satisfaction with work itself. Extent to which an employee can complete a whole, identifiable piece of work. The degree to which the job provides clear importance. The degree of freedom, independence and discretion provided by the job. Degree to which the job provides clear information about how well the individual is performing the work. Strong need for personal accomplishment developing themselves beyond their current status.
