Ch. 3 (OB) MGMT 340 Attitudes and Job Satisfaction
Ch. 3 (OB) MGMT 340 Attitudes and Job Satisfaction MGMT 340
Cal State Fullerton
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This 5 page Class Notes was uploaded by Evy on Tuesday August 30, 2016. The Class Notes belongs to MGMT 340 at California State University - Fullerton taught by Gerard Beenen in Fall 2016. Since its upload, it has received 32 views. For similar materials see Organizational Behavior in Management at California State University - Fullerton.
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Date Created: 08/30/16
Organizational Behavior 8/30/16 1:34 AM Chapter 3 Notes: Aug 22, 2016 ATTITUDES AND JOB SATISACTION ABC Model: to evaluate judgments on object Affective (FEELING): Emotional or Feeling Component Cognitive (EVALUATION): Opinion or Belief Component Behavioral (ACTION): Intention to Behave a certain way toward the object Job Satisfaction: How satisfied are you? How satisfied are most Americans? ORGANIZATIONAL COMMITMENT: Affective: Emotional Value to Job Continuance: Economic Value to Job Normative: Moral or Obligatory value to Job *These all affect attitude toward job, leading to overall level of satisfaction Job Satisfaction can be broken up into multiple facets: - Work Itself, Pay, Mobility, teamwork, level of supervision. - Worldwide, nationwide, statewide, - Field of work, line of duty, What are the outcomes of Job Satisfaction? Better work environment Motivation within teams Upward Mobility Better Quality Work More attentiveness Better efficiency Customer Satisfaction Life Satisfaction Positive Environment Better Productivity. Job Dissatisfaction: Outcomes: High employee Turnover Less effective Poor Quality Low Motivation Low involvement Poor Customer Service Bad Team Relations No upward mobility Neglect Burn-Out KEY TERMS: Attitude: Evaluative statements or judgments concerning object or people or events. Cognitive Dissonance: incompatibility between behavior and attitudes and between two or more attitudes. (Contradictions, gives rise to concern) Job Satisfaction: Positive Feeling about job due to a number of characteristics. Job Involvement: Correlates with Satisfaction, degree to which the person identifies with his/her job and participates in it. Psychological Empowerment: Belief to what degree an employee affects their work environment. Competence, meaningfulness, and autonomy. Organizational Commitment: Degree to which and employee wishes to maintain membership with an organization. POS Perceived Organizational Support: Degree to which an employee believes their contribution to the organization is valued. Power Distance: Degree to which people accept the variations in power disbursement. Employee Engagement: Satisfaction and Enthusiasm in work done. Core Self-Evaluation: Believing in one’s competence. Corporate Social Responsibility (CSR) Corporations self regulated sense of benefit to society as whole. Exit: dissatisfaction directed toward by leaving an organization Voice: Dissatisfaction expressed through attempts to improve conditions Loyalty: Dissatisfaction expressed by passivity Neglect: Dissatisfaction expressed through letting things get worse Counterproductive Work Behavior (CWB) – actions that actively damage the organization. 8/30/16 1:34 AM 8/30/16 1:34 AM
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