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Terms Person-Organization Fit Person-Job Fit Positive-Affect Negative-Affect Job Satisfaction
Citation preview
Job Satisfactionand
Related Worker Attitudes Motivation and Commitment
SHEILA AGUILLON,THIN AUNG, ADAM LEAVENWORTH, RODOLFO ORNELAS, EDGAR ZAMORA
The Dynamic Relationships of Work Affect
and Job Satisfaction with Perceptions of
Fit
Sheila Aguillon
Terms• Person-Organization Fit
• Person-Job Fit
• Positive-Affect
• Negative-Affect
• Job Satisfaction
Main Purpose
To Find Out How One Affects the Other To Obtain Job Satisfaction
P-O → Positive/Negative Affect
P-J → Positive/Negative Affect
Positive/Negative Affect = Job Satisfaction
Method→ Surveys
→ Momentary vs. General
Examples
“All in all, I am satisfied with my job”
“At this moment, I am satisfied with my job”
Results
EXAMPLES
• “I value fairness, but have been treated unfairly my values do not align with the company’s values. Not
fitting makes me unhappy”
• “I feel negative, so my values must not be aligned with the organization’s values, so I don’t fit”
Job-OrganizationJob-Person Fit
Positive/Negative Affect
JobSatisfaction
Take Home→ Improve Job descriptions
→ Improve Interview process
→ Values/Missions Clearly Stated (Better Relationship Built With Employee)
→ Continuous Learning
→ Training So That Employees Feel Confident In Doing Their Job
The Role of Affect and Leadership During Organizational Change
Adam Leavenworth
Terms•Short-lived v. Long-lived emotions
•Workgroup
•Cynicism
•Affective v. Normative
Main Purpose• To determine what factors help employees stay during change• Leadership• Emotions• Obligations
Methods• Survey• Scale from 1-5 with 5=Strongly agree• Examples:“I believe in the value of change”“I feel a sense of duty to work towards change”
Results
Take Home• Realistic Job Preview• Job description• Improve training process
When hospitals provide HR practices tailored to older nurses, will older nurses stay? It may depend
on their supervisorArmstrong-Stassen and Francine Schlosser
By: Thin Aung
Key Terms• Perceived supervisor support • Perceived organizational support• Organizational commitment• Intention to remain
Main Purpose• To create HR practices targeting older nurses
• Supervisor Development
• Increase employee commitment
Methods• Data samples:
• College of Nurses of Ontario Statistical
• 528 RNs (45-67 years old)
• Questionnaires:
• Scale range: 1-5 (1 strongly-disagree and 5 strongly-agree)
Results
Take Home• Focus on the needs of older nurses
• Implement new HR practices that are directly under supervisors’
control
• Develop supervisors into agents of the organization
SATISFACTION, CITIZENSHIP BEHAVIORS, AND PERFORMANCE IN WORK UNITS: A META-ANALYSIS OF COLLECTIVE CONSTRUCT RELATIONS
By Edgar Zamora
Key Terms• Organizational Citizenship Behavior (OCB)• Unit-level
Purpose• Clarify the structure and function of collective job satisfaction
Method• Meta-analysis
Results
Take-home Message• Implement activities that promote unit-level job satisfaction
• Create policies that improve unit-level job satisfaction
Can Conflict Be Energizing? A Study of Task Conflict, Positive Emotions
Rodolfo Ornelas
Key Terms to Understand
• Task Conflict Emotion, interpreted as TCE
• Mild Conflict
• Intense Conflict
• Functional diversity
Issue- Examined • Mild conflict vs intense conflict
• Potential positivity contributed from group conflict in the workforce.
• Lack of information on possible positive outcomes of conflict.
Methods of Research
• Two pencil and paper surveys two months apart from one another amongst 232 employees
• Measures of 1-7 (1 strongly disagree). (7 strongly agree).
• Hierarchical linear modeling
Results
Take home message
• Learn to embrace mild conflict in the workplace.
• Maintain an active learning environment
• Try to incorporate groups made up of employees from different functional areas.
• Learn how to distinguish mild conflict from intense conflict amongst group
employees.
Group Take Home• Job Descriptions
• Improve recruitment methods
• Improve selection processes
• Managers can institute policies and practices grounded in socialization,
training, continuous learning
• Embrace mild task conflict amongst groups in the workplace