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Chapter 4

Chapter 4 lecture notes


Department
Management (MGH)
Course Code
MGHB02H3
Professor
Julie Mc Carthy
Chapter
4

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Job Satisfaction
x intrinsic rewards Æ built into the job itself, such as responsibility, autonomy, challenge, benefits
x extrinsic rewards Æ found around the job, such as good boss, co-workers, opportunity to advance, flexible work
arrangements, development/training, money
Work
Conditions
Pay/Benefits
Career
Progress
Job Security
Good Boss
Job Content
Co-workers
Job
Satisfaction
Responses to Dissatisfaction
x leave
x do nothing
x lower outputabsenteeism, skip work
x voice your dissatisfaction
x illegal activities
x the two usual paths taken by people are either to leave or lower output
Job Satisfaction Theories
x Hertzberg’s Two-Factor Theory
o 2 separate variables to explain job satisfaction
hygiene factors Æ pay, benefits, work conditions—extrinsic rewards
Æ prevents dissatisfaction if they are good
motivators Æ challenge, autonomy—intrinsic rewards
Æ increase job satisfaction and motivation
Æ when not present, these factors do not generally lead to dissatisfaction
x Value Theory (Discrepancy Theory)
o relates to the things people value
o focuses on the gap between what employees want and what they have
o people will be more satisfied, if they have what they value in their job
o two ways to work around this are: (1) person-job fit; and (2) person-organization fit
o values congruence (values fit) Æ organizations are looking for employees that fit their values, and employees are
looking for organizations that are matching their values
x Dispositional Model
o employees personality or disposition helps determines level of job satisfaction
o some people are happy no matter what job they are doing
o some people are unhappy no matter what job they are doing
x Social Information Processing Model (SIPS)
o our degree of job satisfaction is affected by co-workers
o one negative employee can ruin the whole working environment for co-workers of that employee
Organizational Commitment
x What makes people stay in an organization?
x continuance commitment Æ lack of options, and lose too much if they left
x affective commitment Æ shared values, so employee likes working at organization
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