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9. Job Satisfaction & Organizational Commitment

9. Job Satisfaction & Organizational Commitment. By Emily Gung PSY 5800, Dr. Merwin April 20, 2005. “ Philosophy is a study that lets us be unhappy more intelligently.”. Feelings. Job Satisfaction. Attitude about the job reflecting the like/dislike for it and various facets. Facets:

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9. Job Satisfaction & Organizational Commitment

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  1. 9. Job Satisfaction & Organizational Commitment By Emily Gung PSY 5800, Dr. Merwin April 20, 2005 “Philosophy is a study that lets us be unhappy more intelligently.”

  2. Feelings

  3. Job Satisfaction Attitude about the job reflecting the like/dislike for it and various facets. Facets: Pay, Promotion, Fringe Benefits, Supervision, Co-workers, Job Conditions, Nature of the Work Itself, Communication, & Security.

  4. Overall Satisfaction How Many People Like Their Job Overall?

  5. Mean levels of U.S. Satisfaction Job Satisfaction Survey

  6. Global Satisfaction

  7. Facet Dominican Republic Hong Kong Jamaica Singapore US Pay 17.2 15.0 5.8 14.0 11.8 Supervision 20.0 16.0 17.5 13.4 18.6 Fringe Benefits 16.8 14.4 6.1 14.2 14.3 Coworkers 20.0 15.6 17.0 13.4 17.9 Work Itself 22.2 14.9 18.3 17.1 18.9 Total 160.9 133.3 110.0 134.7 133.4 Global Satisfaction by Facet

  8. Values, Motivations, & Behavior Ethical Climate inthe Organization Values, Motivations, & Behaviors of Leaders

  9. Dominant Work Values in Today’s Workforce

  10. Hofstede’s Framework for Assessing Cultures Individualism The degree to which people prefer to act as individuals rather than a member of groups. Collectivism A tight social framework in which people expect others in groups of which they are a part to look after them and protect them.

  11. Hofstede’s Framework for Assessing Cultures Masculinity The degree to which organizations focus on achievement and job performance, and whose values are characterized by assertiveness, materialism and competition. Femininity A nurturing social framework in which people value personal goals such as getting along and having a nice & friendly atmosphere.

  12. Hofstede’s Framework for Assessing Cultures Power Distance The extent to which a society accepts that power and status differences in institutions and organizations is distributed unequally. High distance: extremely unequal distribution Low distance: relatively equal distribution

  13. Hofstede’s Framework for Assessing Cultures Uncertainty Avoidance The extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.

  14. Individual / Collectivism • Masculinity • Uncertainty Avoidance • Power Distance • Gender Differentiation • Assertiveness • Future Orientation • In-group collectivism • Performance orientation • Humane orientation The GLOBE Framework for Assessing Cultures

  15. Assessment of Job Satisfaction

  16. JDI vs. MSQ

  17. Causes of Job Satisfaction Environment (eg. obj. characteristics of job) Personality (e.g., Positive Affect trait) Subjective interpretation of job environment Job Satisfaction

  18. Environment: Job Characteristics Theory

  19. Family Values Value Similarity Work Values Value Congruence Work/Family Conflict Value Attainment General Life Values Job and Life Satisfaction Environment: Work – Family Conflict

  20. GNS Moderation

  21. Personality: The Big 5 Traits

  22. Personality: Locus of Control Flexibility • Understanding yourself and others • Interpersonal communication • Developing subordinates • Living with change • Creative thinking • Managing change • Building and maintaining a power base • Negotiating agreement and commitment • Negotiating and selling ideas MENTOR INNOVATOR • Team building • Participative decision making • Conflict management FACILITATOR BROKER Internal External MONITOR PRODUCER • Personal productivity and motivation • Motivating others • Time and stress management • Receiving and organizing info • Evaluating routine info • Responding to routine info COORDINATOR DIRECTOR • Taking initiative • Goal setting • Delegating effectively • Planning • Organizing • Controlling Control

  23. Personality: Age

  24. Personality: Cultural & Ethnic Differences What kinds of workers tend to be more satisfied?

  25. Ice Breaker • List top 5 Job Satisfiers • Circle the top 3 & Eliminate the least 2 priorities • Prioritize the top 3 • Eliminate the “Important” priority • Eliminate the “Very Important” priority • Eliminate the “Critically Important” priority

  26. Would you quit?

  27. Potential Effects

  28. Potential Effects: Turnover

  29. Potential Effects: Turnover con’t

  30. Organizational Commitment

  31. Job Conditions • Met Expectations • Benefits Accrued • Job Availability • Job Security • Personal Mobility • Personal Values • Felt Obligations

  32. Today’s Workplace

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