Textbook Notes (280,000)
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MGHB02H3 (300)
Chapter 4

MGHB02H3 Chapter Notes - Chapter 4: Job Satisfaction, Ob River, Absenteeism


Department
Management
Course Code
MGHB02H3
Professor
Samantha Hansen
Chapter
4

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Chapter 4 Attitudes
I. Values
1. Definition: a broad tendency to prefer certain states of affairs over others
2. Cultural Distance (Hofstede’s Study): extent to which cultures differ in values
1) Power distance: the extent of acceptance of an unequal power distribution
2) Uncertainty avoidance: the extent of discomfort w/ certain uncertain & ambiguous situations
3) Masculinity/femininity: M (clearly diff. gender roles, support dominance of men, stress economic
performance); F (fluid gender roles, stress sexual equality, stress quality of life)
4) Individualism/collectivism: I (independence, individual initiative, privacy); C (interdependence, loyalty)
5) LT/ST orientation: LT (persistence, thrift, status diff.); ST (steadiness, stability, face-saving, social
niceties)
II. Attitudes
1. Definition: Stable evaluative tendency to respond consistently to a specific object/situation/person/category of ppl
2. Belief + Value =→Attitudes →Behavior
III. Job satisfaction:
1. Definition: a collection of attitudes that workers have about their jobs
2. Facet satisfaction: tendency to be more/less satisfied w/ various facets of the job
- Job Descriptive Index (JDI): people, pay, supervision, promotions, work itself
- Minnesota Satisfaction Questionnaire (MSQ): supervisor competence, steady employment, pay/work
amount
Overall satisfaction: summary indicator of one’s job attitudes that cuts across various facets
3. Factors:
1) Discrepancy Theory: job satisfaction stems from the discrepancy b/t the job outcomes wanted and the
outcomes that are perceived to be obtained
2) Fairness:
- Distributive fairness: fairness that occurs when ppl receive the outcomes they think they deserve
→ Equity Theory: job satisfaction stems from comparison of the input/outcome ratios w/ a similar other
- Procedural fairness: fairness that occurs when the process used to det. work outcomes is seen as reasonable
oFactors: consistency; accurate & unbiased info; 2-way communication; welcome appeals
- Interactional fairness: fairness that occurs when ppl feel they have received respectful & informative
communication about an outcome
3) Disposition: some personalities originated from genetics/ early learnings contribute to adult job satisfaction
→ Job satisfaction tends to be fairly stable over a person’s lifespan
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