Employee Satisfaction and Commitment

1. Employee Satisfaction and Commitment

2. I/O Psychology in My Life Exercise 10.1 Think of a job in which you were really unhappy? Why was it so bad? Now think of a job in which you were very happy and satisfied. Why was it so good?

3. Why Worry About Employee Attitudes? Note: Numbers in table are corrected correlations

4. Individual Differences in Employee Satisfaction • Important Findings • Consistency across jobs • Consistency across time • Relationship between life satisfaction and job satisfaction • Why? • Genetic predispositions • Core self-evaluations • self-esteem • self-efficacy • internal locus of control • optimism/positive affectivity

5. Types of Organizational Commitment • Affective commitment • Continuance commitment • Normative commitment

6. Core Self-EvaluationJudge and Bono (2001) Meta-Analysis

7. PersonalityMeta-Analysis Results

8. What is Your Predisposition for Satisfaction?Exercises 10.2, 10.3, 10.4

9. Your Predisposition to be Satisfied • Interest Inventory • Life Satisfaction Measure • Core Self-Evaluation • self-esteem • locus of control • affectivity • Job Satisfaction History

10. 5.69 Denmark 5.66 Cyprus 5.47 Switzerland 5.45 Israel 5.43 Netherlands 5.40 Spain 5.34 United States 5.27 New Zealand 5.24 Sweden 5.22 Norway 5.18 Italy 5.17 Germany 5.17 Portugal 5.13 Great Britain 5.13 Czech Republic 5.09 France 5.05 Bulgaria 4.95 Slovenia 4.87 Japan 4.86 Russia 4.82 Hungary International Differences in Job SatisfactionSousa-Poza and Sousa-Poza (2000)

11. Going Hollywood Dirty Jobs

12. Discrepancy Theories • Have the employee’s expectations been met? • Realistic job previews (RJPs) • Is the employee a good fit? • Vocation • Job • Organization • Coworkers and supervisor • Have the employee’s needs, values and wants been met? • Maslow’s Needs Hierarchy • ERG Theory • Two-factor Theory

13. Person-Organization FitKristof-Brown et al. (2005) Meta-Analysis

14. Maslow’s Need Hierarchy Self-Actualization Needs Ego Needs Social Needs Safety Needs Basic Biological Needs

15. Discrepancy TheoriesERG Theory • Growth • Relatedness • Existence

16. Discrepancy TheoriesTwo-Factor Theory • Motivators • responsibility • challenge • job control • Hygiene factors • pay • benefits • coworkers

17. Job Facets • Are the tasks enjoyable? • Do the employees enjoy working with their supervisors and coworkers? • Are coworkers outwardly unhappy

18. Are Rewards And Resources Given Equitably? • Equity Theory • Components • inputs • outputs • input/output ratio • Possible Situations • underpayment • overpayment • equal payment

19. Organizational Justice • Distributive justice • Procedural justice • Interactional justice

20. Correlations with Perceptions of JusticeColquitt, Conlon, Wesson, Porter, and Ng (2001)

21. Is There a Chance for Growth and Challenge? • Enriched jobs • Variety of skills needed • Employee completes entire task • Tasks have meaning • Employee has input/control • employee receives feedback • Methods • Job rotation • Job enlargement • Job enrichment

22. Increasing Job Satisfaction • Hire “Satisfied” Employees • Eliminate Dissatisfiers • Express appreciation and provide proper feedback • Increase opportunities to socialize • Hold special events and friendly competitions • Increase humor • Have surprises • Assign the right tasks to the right people

23. Hire “Satisfied Employees” • Test for Satisfaction Potential • Interest inventory • Core self-evaluation • Satisfaction history • Provide a realistic job preview • Look for person-organization fit

24. Eliminate Dissatisfiers • Interpersonal conflict • Peers • Supervisors • Customers • Inequity • Low pay • Job security • Poor working conditions • Work schedule issues

25. Hold Special Events and Friendly Competitions • Casual or spirit days • Increase socialization through parties, picnics, and socials • Hold fun contests • Celebrate birthdays and special occasions • Encourage humor

26. Express Appreciation and Provide Proper Feedback • Liberal use of praise and thanks • Positive feedback • Service and performance awards • _________________ • _________________ • _________________

27. Increase Opportunities to Socialize • Picnics • Lunches • _______________ • _______________ • _______________ • _______________ • _______________

28. Hold Special Events and Friendly Competitions • Casual days • Company logo day • ________________ • ________________ • ________________ • ________________

29. Increase Humor • Bulletin boards with humor • Attach cartoons to boring memos • ________________ • ________________ • ________________

30. Have Surprises • Order lunch for everyone • Let everyone leave an hour early • __________________ • __________________ • __________________ • __________________

31. Assign the Right Tasks to the Right People • People have different interests • People have different skills

32. Going Hollywood Dream Jobs

33. Measuring Job Satisfaction • Faces Scale • Job Descriptive Index (JDI) • Minnesota Satisfaction Questionnaire • Job in General Scale • Nagy Satisfaction Scale • Custom designed inventories

34. Measuring Commitment • Allen and Myer Survey • Organizational Commitment Questionnaire • Organizational Commitment Scale

35. Exercise 10.5Case Study

36. Absenteeism

38. International Differences – Nutreco (2000)

40. Actual Employee Excuses for Missing Work • I was sprayed by a skunk. • I tripped over my dog and was knocked unconscious. • My bus broke down and was held up by robbers. • I was arrested as a result of mistaken identity. • I forgot to come back to work after lunch. • I couldn’t find my shoes. • I hurt myself bowling. • I was spit on by a venomous snake. • I totaled my wife’s jeep in a collision with a cow. • A hitman was looking for me. • My curlers burned my hair and I had to go to the hairdresser • I eloped. • My cat unplugged my alarm clock. • I had to be there for my husband’s grand jury trial. • I had to ship my grandmother’s bones to India. (note: she had passed away 20 years ago) Source: 2004 CareerBuilder.Com Survey

41. Why Employees Are Absent • No consequences for attending or missing work • Illness and personal problems • Individual differences • Unique events

42. Increasing Attendance by Having Consequences for Missing Work • Rewards for Attending • Financial incentives • Well pay • Games • Financial bonuses • Paid Time-off Programs • Recognition programs • Discipline for Not Attending • Clear Policy and Record Keeping

43. Increasing Attendance by Reducing Employee Stress • Overload • Conflict • peers • supervisors • Boredom • Safety Issues

44. Increasing Attendance by Reducing Illness

45. Types of Wellness ProgramsSHRM 2008 Survey

46. Effect of Absence Control MethodsMeta-Analysis Results

47. CCH Absence Control Surveys

48. Putting it all Together Exercise 10.6 Case Study

49. Turnover

50. Unavoidable Reasons school ends job transfer illness family issues Advancement more responsibility better pay Unmet Needs Escape From people management coworkers customers working conditions stress Unmet Expectations organization job career Why Do Employees Leave?