job satisfaction

a pleasurable emotional state resulting from the appraisal of one's job or job experience; how you feel and w
values
those things that people consciously or subconsciously want to attain

value-percept theory
claims that job satisfaction depends on whether you perceive that your job supplies you with the things you
dissatisfaction = (Vwant-Vhave)(Vimportance)
value-percept theory equation
Vwant
how much of a value an employee wants
Vhave
how much of a value an employee's job supplies
Vimportant
how important a value is to an employee

pay satisfaction, promotion satisfaction, supervision satisfaction, coworker satisfaction, and satisfaction wi
facets that people evaluate satisfaction on

pay satisfaction
employees' feelings about their pay, including whether it's as much as they deserve, secure, and adequate fo

promotion satisfaction
employees' feelings about the company's promotion policies and their execution, including whether promo

supervision satisfaction
employees' feelings about their boss, including whether the boss is competent, polite, and a good communi

coworker satisfaction
employees' feelings about their fellow employees, including whether their coworkers are smart, responsible

satisfaction with the work itself

employees' feelings about their actual work tasks, including whether those tasks are challenging, interestin
meaningfulness of work, responsibility for outcomes, knowledge of results
three critical psychological stages that make work satisfying

meaningfulness of work
the degree to which work tasks are viewed as something that "counts" in the employee's system of philosop

responsibility for outcomes

the degree to which employees feel that they're key drivers of the quality of the units work
knowledge of results
the extent to which employees know how well (or how poorly) they're doing
Job characteristics theory
describes the central characteristics of intrinsically satisfying jobs
VISAF - variety, identity, significance, autonomy, and feedback
the five core characteristics in job characteristics theory

variety
the degree to which the job requires a number of different activities that involve a number of different skill

identity
the degree to which the hob require completing a whole, identifiable, piece of work from beginning to end w

significance
the degree to which the job has a substantial impact on the lives of other people, particularly people in the w

autonomy
the degree to which the job provides freedom, independence, and discretion to the individual performing th

feedback
the degree to which carrying out the activities required by the hob provides employees with clear info abou
knowledge and skill; growth need strength
moderators that influence the strength of the relationship between variables

growth need strength

whether employees have strong needs for personal accomplishment or developing themselves beyond wher
job enrichment
the duties and responsibilities of the job are expanded to provide more variety, identity, autonomy, etc.
job crafting
employees shape, mold, and redefine their jobs in a proactive way

moods
states of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly d
pleasantness
the degree to which an employee is in a good versus bad mood

activation
the degree to which moods are aroused and active, as opposed to unaroused and inactive
challenging activity and having the necessary skills
lead to intense forms of positive moods and flow
flow
a state in which employees feel a total immersion in the task at hand; "in the zone"

emotions
states of feeling that are often intense, last for only a few minutes, and are clearly directed at (and caused b

affective events theory

claims that workplace events can generate affective reactions that can then go on to influence work attitude
positive emotions
employee's feelings of joy, pride, relief, hope, love and compassion
negative emotions
employee's feelings of anger, anxiety, fear, guilt, shame, sadness, envy, and disgust
emotional contagion
the idea that emotions can be transferred from one person to another; supports an emphasis on emotional
mildly correlated
job satisfaction and task performance
mildly correlated
job satisfaction and citizenship behavior
moderate negative correlation
job satisfaction and counterproductive behaviors
strongly correlated
job satisfaction and affective commitment
strongly correlated
job satisfaction and nominative commitment

life satisfaction
the degree to which employees feel a sense of happiness with their lives; strongly predicted by job satisfacti
job descriptive index
examines the five satisfaction facets, one of the most widely administered job satisfaction surveys

Job in General
accompanies the JDI, assesses overall job satisfaction

job satisfaction

directly affects job performance and organizational commitment. A pleasurable emotional state resulting fr

values

those things that people consciously or subconsciously want to seek or attain. Employees are more satisfied

value percept theory

argues that job satisfaction depends on whether you perceive that your job supplies the things that you valu
Dissatisfaction=(Vwant-Vhave)(Vimportance)
value percept theory
suggests that people evaluate job satisfaction according to specific "facets" of the job.

facets
pay satisfaction, promotion satisfaction, supervision satisfaction, coworker satisfaction, satisfaction with th

pay satisfaction
workers feelings about their pay, including whether it's as much as they deserve, secure, and adequate for b

promotion satisfaction
employees feelings about the company's promotion policies and their execution, including whether promot

supervision satisfaction
employees e=feelings about their boss, including whether the boss is competent, polite, and a good commu

coworker satisfaction
employees feelings about their fellow employees, including whether coworkets are smart, responsible, help

satisfaction in the work itsself

reflects employees feelings about thier actual work tasks, including whether those tasks are challenging, int
percent of people actually satisfied with their jobs

correlation with overall job satisfaction

1. work itsself

2. supervisor
3. coworker
4. promotion

5. pay

three psychological states

meaningfulness of work, responsibility for outcomes, knowledge of res

meaningfulness of work

reflects the degree to which work tasks are viewed as something that
responsibility for outcomes

captures the degree to which employees feel that they are key drivers
knowledge of results

the extent to which employees know how well they are doing

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job characteristics theory(JCT)

describes the central characteristics of intrinsically satisfying jobs, attempts to answer the question what ki

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JCT 5 job characteristics

variety, identity, significance, autonomy, and feedback (VISAF) moder

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variety

the degree to whoch the job requires a number of different activities that involve a number of different skill

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identity

the degree to which the job requires completing a whole, identifiable p

significance

the degree to which the job has a substantial impact on the lives of ot
autonomy

the degree to which the job provides freedom, independence, and disc

the
degree to which carrying out the activities required by the job prov
feedback
MUST be obtained directly from the job
moderators

knowledge and skill, growth need strength:

Influence the strength of the relationships between variables

steps
to current
improve
satisfaction
JCT
1. assess the
level of
the characteristics
to arrive at a satisfaction potential score 2. the organization
satisfaction levels
job enrichment

step 2. when job duties and responsibilities are expanded to provide increased levels of core job characteris

job crafting
the employee can shape, mold, and redefine their jobs in a proactive way.

moods

states of feeling that are often mild in intensity, last for a long time and are not directly caused by anything

mood categories
pleasantness and activation(arousal)

intense negative mood

hostile, nervous, annoyed

intense positive mood

enthusiastic, excited, elated

unpleasent
grouchy sad blue

pleasant
happy, cheerful, pleased

manegers improving moods

tasks where conditions are challenging and possess the unique skills neeed to meet that challenge.

flow
a state in which employees feel a total immersion in the task at hand, losing track of time

emotions
states of feeling that are often intense, last only for only a few minutes and are caused by an event.

affective events theory

workplace events can generate affective reactions, reactions that then can go on to influence work attitudes

emotional labor
the need to manage emotions to complete job duties successfully.

emotional contagion
shows that one person can catch or be infected by the emotions of others.

moderate positive effect

job satisfaction on job performance

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strong positive effect

job satisfaction on committment

attitude surveys
snapshot of how satisfied the workforce is and if repeated over time reveals trends in satisfaction leve