Organizational Behaviour- Study Notes (Semester Part 2)
Organizational Behavior – STUDY NOTES (Part 2)
CHAPTER 4 – Job Satisfaction
Job Satisfaction- A pleasurable emotional state resulting from the appraisal of one’s job or experiences; how a person feels about their job.
Why are some employees more satisfied then others?
People are satisfied when their jobs provide what they value
Values- Things that people consciously or unconsciously want to seek or attain
Value Fulfillment
Value-percept theory – argues that job satisfaction depends on whether an employee perceives that their job supplies those things that he/she wants.
Pay Satisfaction- Employee feelings about compensation for their work
Promotion Satisfaction- Feelings about how company handles promotions
Value promotion because it provides opportunity for personal growth, wage, prestige
Supervisor Satisfaction- Feelings about the boss (competency, communication and personality)
2 commonly asked questions
Can they help me attain what I value?
Are they generally likeable?
Co-worker Satisfaction- Feelings about co-workers (personalities and abilities)
2 questions
Can they help me do my job?
Do I enjoy being around them?
Satisfaction with work itself- Feelings about actual work tasks
Challenging, interesting, respected, making use of skills
Which are most important?
Work itself – strongest driver
Supervisor and coworker- strong drivers
Promotion and pay- moderate driver
**Making a job more simplified and specialized will not necessarily increase efficiency because boring jobs will reduce job satisfaction and the employee’s desire to do assigned task**
Critical Psychological States:
**Three components improving job satisfaction
1. Meaningfulness of work – Indicating the degree to which work tasks are viewed as something that counts in the employee’s system of beliefs
Trivial tasks are less satisfying
2. Responsibility of Outcome- Indicating the degree to which employees feel they are a key driver of quality
CHAPTER 4 – Job Satisfaction
Job Satisfaction- A pleasurable emotional state resulting from the appraisal of one’s job or experiences; how a person feels about their job.
Why are some employees more satisfied then others?
People are satisfied when their jobs provide what they value
Values- Things that people consciously or unconsciously want to seek or attain
Value Fulfillment
Value-percept theory – argues that job satisfaction depends on whether an employee perceives that their job supplies those things that he/she wants.
Pay Satisfaction- Employee feelings about compensation for their work
Promotion Satisfaction- Feelings about how company handles promotions
Value promotion because it provides opportunity for personal growth, wage, prestige
Supervisor Satisfaction- Feelings about the boss (competency, communication and personality)
2 commonly asked questions
Can they help me attain what I value?
Are they generally likeable?
Co-worker Satisfaction- Feelings about co-workers (personalities and abilities)
2 questions
Can they help me do my job?
Do I enjoy being around them?
Satisfaction with work itself- Feelings about actual work tasks
Challenging, interesting, respected, making use of skills
Which are most important?
Work itself – strongest driver
Supervisor and coworker- strong drivers
Promotion and pay- moderate driver
**Making a job more simplified and specialized will not necessarily increase efficiency because boring jobs will reduce job satisfaction and the employee’s desire to do assigned task**
Critical Psychological States:
**Three components improving job satisfaction
1. Meaningfulness of work – Indicating the degree to which work tasks are viewed as something that counts in the employee’s system of beliefs
Trivial tasks are less satisfying
2. Responsibility of Outcome- Indicating the degree to which employees feel they are a key driver of quality