Chap004 Detailed

7/28/2019 Chap004 Detailed

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Copyright 2011 by The McGraw-Hill Companies, Inc. All rights reserved.

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Chapter4 JobSatisfaction

Copyri ght 2011 by the McGraw-H il l Companies, Inc. Al l r ights reserved.McGraw-Hill/Irwin


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Learning Goals

What is job satisfaction?

What are values, and how do they affect jobsatisfaction?

What specific facets do employees considerwhen evaluating their job satisfaction?

Which job characteristics can create a sense ofsatisfaction with the work itself?

How is job satisfaction affected by day-to-dayevents?


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Learning Goals, Contd

What are mood and emotions, and what

specific forms do they take?

How does job satisfaction affect job

performance and organizational commitment?

How does it affect life satisfaction?

What steps can organizations take to assess

and manage job satisfaction?


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Discussion Questions

Think about the worst job you have ever held

in your life.

How do you feel during the course of the day?

How do those feelings influence the way you

behaved?


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Job Satisfaction

Job satisfactionis a pleasurable emotional

state resulting from the appraisal of ones job

or job experiences.

It represents how youfeelabout your job and

what you thinkabout your job.

49 percent of Americans are satisfied with their

jobs, down from 58 percent a decade ago.


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Why Are Some Employees More Satisfied

than Others?

At a general level, employees are satisfied

when their job provides the things that they

value.

Valuesare those things that people

consciously or subconsciously want to seek or

attain.


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Commonly Assessed Work Values

Table

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Value-Percept Theory

Value-percept theoryargues that job satisfactiondepends on whether youperceive that your jobsupplies the things that you value.

People evaluate job satisfaction according to specificfacets of the job.

Dissatisfaction = (Vwant - Vhave) (Vimportance)

Vwant reflects how much of a value an employee wants

Vhave indicates how much of that value the job supplies

Vimportance reflects how important the value is to theemployee


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The Value-

Percept

Theory of Job

Satisfaction

Figure4

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Value-Percept Theory, Contd

Pay satisfactionrefers to employees feelingsabout their pay, including whether it is asmuch as they deserve, secure, and adequatefor both normal expenses and luxury items.

Promotion satisfactionrefers to employeesfeelings about the companys promotion

policies and their execution, including

whether promotions are frequent, fair, andbased on ability.


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Supervision satisfactionreflects employees feelingsabout their boss, including whether the boss iscompetent, polite, and a good communicator. Can they help me attain the things that I value?

Are they generally likable?

Coworker satisfaction refers to employees feelingsabout their fellow employees, including whethercoworkers are smart, responsible, helpful, fun, andinteresting as opposed to lazy, gossipy, unpleasant,

and boring. Can they help me do my job?

Do I enjoy being around them?


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Satisfaction with the work itselfreflects

employees feelings about their actual work

tasks, including whether those tasks are

challenging, interesting, respected, and make

use of key skills rather than being dull,

repetitive, and uncomfortable.


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Correlations Between Satisfaction Facets

and Overall Job Satisfaction

Figure4

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Critical Psychological States

Meaningfulness of workreflects the degree to whichwork tasks are viewed as something that counts inthe employees system of philosophies and beliefs.

Responsibility for outcomescaptures the degree to

which employees feel that they are key drivers of thequality of the units work.

Knowledge of resultsreflects the extent to whichemployees know how well (or how poorly) they are

doing.What type of tasks create these psychological states?


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Job Characteristics Theory

Figure4

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Job Characteristics Theory, Contd

Autonomyis the degree to which the jobprovides freedom, independence, anddiscretion to the individual performing the

work. Feedbackis the degree to which carrying out

the activities required by the job provides theworker with clear information about how well

he or she is performing.Reflects feedback obtained directly from the job as

opposed to feedback from coworkers or supervisors.


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Job Characteristic Moderators

Knowledge and skill

Growth need strength

Captures whether employees have strong needs

for personal accomplishment or developing

themselves beyond where they currently are.

Bothof these increase the strength of the

relationships within the model


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Growth Need Strength as a Moderator of Job

Characteristic Effects

Fig

ure4

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Job Enrichment

Job enrichmentis the process of using the five

items in the job characteristics model to

create more satisfaction

Duties and responsibilities associated with a job are

expanded to provide more variety, identity, autonomy, and

so forth.

Enrichment efforts can indeed boost job satisfaction levels,

and heighten work accuracy and customer satisfaction,though training and labor costs tend to rise as a result of

such changes.


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Moods and Emotions

Job satisfaction reflects what you think and

feel about your job.

Rational

Emotional

A satisfied employee feels good about his or

her job on average.


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Moods and Emotions, Contd

Moodsare states of feeling that are often mild in

intensity, last for an extended period of time, and are

not explicitly directed at or caused by anything.

PleasantActivated

Im feeling grouchy

According to the affective events theory, workplace

events can generate affective reactionsreactions

that then can go on to influence work attitudes and

behaviors.


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Hour-by-Hour Fluctuations in Job

Satisfaction during the Workday

Figure4-5


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Different Kinds of Mood

Figure

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Emotionsare states of feeling that are often intense,

last for only a few minutes, and are clearly directed

at (and caused by) someone or some circumstance.

Positive emotionsinclude joy, pride, relief, hope, love, andcompassion.

Negative emotionsinclude anger, anxiety, fear, guilt,

shame, sadness, envy, and disgust.

Im feeling angry at my bossEmotions are always about something.


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Different Kinds of Emotions

Table

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Discussion Questions

What emotion do you think an employee

experiences reading a disrespectful e-mail

from their boss?

What emotion do you think an employee

enjoys during a funny conversation with a

friend?


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Emotional laboris the need to manageemotions to complete job duties successfully.

Flight attendants

Emotional contagionshows that one personcan catch or be infected by the emotionsof another person.

Customer service representative


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Why Are

Some

EmployeesMore

Satisfied than

Others?Figure4-7


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How Important is Satisfaction?

Job satisfaction does influence job performance. It is moderately correlated with task performance.

Satisfied employees do a better job of fulfilling the dutiesdescribed in their job descriptions.

Job satisfaction is correlated moderately withcitizenship behavior. Satisfied employees engage in more frequent extra mile

behaviors to help their coworkers and their organization.

Job satisfaction influences organizational

commitment. Job satisfaction is strongly correlated with affective

commitment, so satisfied employees are more likely towant to stay with the organization.


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Effects of Job Satisfaction on Performance

and Commitment

Figure4

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Life Satisfaction

Job satisfaction is strongly related to life

satisfaction, or the degree to which employees

feel a sense of happiness with their lives.

People feel better about their lives when they feelbetter about their jobs

Increases in job satisfaction have a stronger impact on

life satisfaction than do increases in salary or income.

OB on Screen

Michael Clayton


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How We Spend Our Days

Table

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Application: Tracking Satisfaction

Several methods assess the job satisfaction of rank-and-file employees, including focus groups, interviews, andattitude surveys. Attitude surveys can provide a snapshot of how satisfied the

workforce is and, if repeated over time, reveal trends in

satisfaction levels.

Job Descriptive Index (JDI)

Attitude surveys ideally should be a catalyst for some kind ofimprovement effort.

An organization that struggles with satisfaction with thework itself could attempt to redesign key job tasks or, ifthat proves too costly, train supervisors in strategies forincreasing the five core job characteristics on a moreinformal basis.


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Excerpts from the Job Descriptive Index

and the Job in General Scale

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Takeaways

Job satisfaction is a pleasurable emotional stateresulting from the appraisal of ones job or jobexperiences. It represents how you feel about yourjob and what you think about your job.

Values are things that people consciously orsubconsciously want to seek or attain. Accordingto value-percept theory, job satisfaction depends

on whether you perceive that your job suppliesthose things that you value.


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Takeaways, Contd

Employees consider a number of specific facets

when evaluating their job satisfaction. These

facets include pay satisfaction, promotion

satisfaction, supervision satisfaction, coworkersatisfaction, and satisfaction with the work itself.

Job characteristics theory suggests that five core

characteristicsvariety, identity, significance,autonomy, and feedbackcombine to result in

particularly high levels of satisfaction with the

work itself.


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Takeaways, Contd

Apart from the influence of supervision, coworkers,

pay, and the work itself, job satisfaction levels

fluctuate during the course of the day. Rises and falls

in job satisfaction are triggered by positive andnegative events that are experienced. Those events

trigger changes in emotions that eventually give way

to changes in mood.


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Takeaways, Contd

Moods are states of feeling that are often mild in intensity,

last for an extended period of time, and are not explicitly

directed at anything. Intense positive moods include being

enthusiastic, excited, and elated. Intense negative moods

include being hostile, nervous, and annoyed. Emotions arestates of feeling that are often intense, last only for a few

minutes, and are clearly directed at someone or some

circumstance. Positive emotions include joy, pride, relief,

hope, love, and compassion. Negative emotions includeanger, anxiety, fear, guilt, shame, sadness, envy, and

disgust.


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Takeaways, Contd

Job satisfaction has a moderately positive relationship withjob performance and a strong positive relationship withorganizational commitment. It also has a strong positiverelationship with life satisfaction.

Organizations can assess and manage job satisfaction usingattitude surveys such as the Job Descriptive Index (JDI),which assesses pay satisfaction, promotion satisfaction,supervisor satisfaction, coworker satisfaction, andsatisfaction with the work itself. It can be used to assess the

levels of job satisfaction experienced by employees, and itsspecific facet scores can identify interventions that could behelpful.

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Chap004 Detailed