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Chapter 9

Chapter 9. Attitudes, Emotions, & Work. Mel Curtis/Getty Images. Module 9.1: Job Satisfaction. Job satisfaction Positive attitude or emotional state resulting from appraisal of one’s job. Job Satisfaction – Brief History. Early period of job satisfaction research

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Chapter 9

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  1. Chapter 9 Attitudes, Emotions, & Work Mel Curtis/Getty Images

  2. Module 9.1: Job Satisfaction • Job satisfaction • Positive attitude or emotional state resulting from appraisal of one’s job

  3. Job Satisfaction – Brief History • Early period of job satisfaction research • Found both job-related & individual difference variables might influence job satisfaction • Hawthorne effect • Change in behavior or attitudes that was the simple result of increased attention

  4. History: An evolution • Porter & Lawler proposed overall job satisfaction was result of various calculations individuals made regarding what they believed they deserved from their job • Included elements of VIE & equity theory

  5. Model of Determinants of Satisfaction Figure 9.1 Model of the Determinants of Satisfaction Source: Lawler (1973).

  6. An Evolution (cont'd) • Value theory (Locke, 1976) • Relative importance of particular job aspect to a given worker influenced range of that worker’s response to it • Opponent process theory (Landy, 1978) • Every emotional reaction is accompanied by an opposing emotional reaction

  7. Relation b/w High Performance Work Practices and Job Sat. Figure 9.2

  8. Presumed Antecedents, Correlates, & Consequences of Job Satisfaction Figure 9.3

  9. Measurement of Job SatisfactionOverall vs. Facet Satisfaction • Overall satisfaction • Results either from mathematically combining scores based on satisfaction or a single overall evaluative rating of the job • Facet satisfaction • Information related to specific elements of job satisfaction

  10. Faces Scale Figure 9.4

  11. Satisfaction Questionnaires • Job Descriptive Index (JDI) • Assesses satisfaction with work itself, supervision, people, pay, & promotion • Heavily researched but tends to be lengthy • Minnesota Satisfaction Questionnaire (MSQ) • Calculates “extrinsic” & “intrinsic” satisfaction scores

  12. Module 9.2: Moods, Emotions, Attitudes, & Behavior • Alternative forms of work satisfaction • Progressive work satisfaction • Stabilized work satisfaction • Resigned work satisfaction • Pseudo-work satisfaction • Constructive work dissatisfaction • Fixated work dissatisfaction

  13. Alternative Forms of Satisfaction (cont'd) • Resigned work satisfaction & constructive work dissatisfaction are most salient for organizations • Those 2 dimensions are most appropriate to concentrate on in any attempts at organizational change

  14. Different Forms of Work Satisfaction and Dissatisfaction Figure 9.5

  15. Satisfaction vs. Mood vs. Emotion • Mood • Generalized feeling not identified with a particular stimulus & not sufficiently intense to interrupt ongoing thought processes • Emotion • Normally associated with specific events or occurrences that are intense enough to disrupt thought processes

  16. Distinctions AmongEmotional Constructs Figure 9.5 Distinctions Among Emotional Constructs Source: Adapted from Weiss (2002).

  17. Affect Circumplex Figure 9.6 Affect Circumplex Source: Adapted from Weiss (2002).

  18. Emotion (cont'd) • Process emotions • Result from consideration of tasks one is currently doing • Prospective emotions • Result from consideration of tasks one anticipates doing • Retrospective emotions • Result from consideration of tasks one has already completed

  19. Dispositions & Affectivity • Negative affectivity (NA) • Often referred to as neuroticism • Individuals prone to experience diverse array of negative mood states • Positive affectivity (PA) • Often referred to as extraversion • Individuals prone to describe themselves as cheerful, enthusiastic, confident, active, & energetic • Personality characteristics likely to influence moods, but not necessarily discrete emotions

  20. Genetics & Job Satisfaction • In a 1986 study, disposition in adolescence predicted job satisfaction as long as 50 years later • Considerably more research is necessary M. Freeman/PhotoLink/Getty Images

  21. Core Evaluations • Assessments individuals make of their circumstances • Include self-esteem, self-efficacy, & LOC • Have effects on both job & life satisfaction

  22. Elements of Core Evaluations Figure 9.8

  23. Concept of Commitment Psychological & emotional attachment an individual feels to a relationship, organization, goal, or occupation Royalty-Free/CORBIS

  24. Forms of Commitment • Affective commitment • Emotional attachment to an organization • Continuance commitment • Perceived cost of leaving the organization • Normative commitment • Obligation to remain in the organization

  25. Two Models of Commitment Figure 9.9

  26. Individual Difference Variables & Commitment • Absenteeism & turnover can only be understood when considering multiple forms of commitment & multiple foundations for those commitments • Job imbeddedness • Hobo syndrome

  27. Expanded Model of Identification Figure 9.10

  28. Graphic Scale of Identification Figure 9.11

  29. Withdrawal Behaviors • Work withdrawal • Attempt to withdraw from work but maintain ties to organization & work role (includes lateness & absenteeism) • Job withdrawal • Willingness to sever ties to organization & work role (includes intentions to quit or retire) • Progression hypothesis

  30. Module 9.3: Related Topics • Job loss • Reduces income & daily variety • Suspension of typical goal setting guiding day-to-day activity • Fewer decisions to make • New skills not developed & old skills atrophy • Social relationships can change radically

  31. Telecommuting • Accomplishing work tasks from distant location using electronic communications • # telecommuters will continue to rise • For many telecommuters, strategic planning skills & self-reported productivity increase • Higher satisfaction also reported

  32. Telecommuting (cont’d) • Possible negative effects • Worker alienation • Loss of important sense of identity • Promotion less likely • Rapid disillusionment with lack of promotional opportunities

  33. Work-Family Balance • Research investigating whether satisfaction one experiences at work is in part affected by satisfaction one experiences in non-work & vice versa • Negative influences on work-family balance • Electronically enhanced communications • Prevalence of multiple roles PhotoDisc/Getty Images

  34. Work-Related Attitudes & Emotions From Cross-Cultural Perspective • Individualism & job satisfaction “+” correlated in some cultures, while collectivism & job satisfaction “+” correlated in other cultures • Degree of “fit” related to emotional reactions to work & subsequent work behaviors • Important for multinational organizations to consider

  35. Possible Connection Between Motivation & Emotion • People motivated to engage in activities that have some level of unpredictability in order to have some sort of emotional experience • People seek positive emotional experiences & set reasonably difficult goals that are likely achievable

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