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Transcript of 9. Job Satisfaction & Organizational Commitment By Emily Gung PSY 5800, Dr. Merwin April 20, 2005...
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9. Job Satisfaction & Organizational Commitment
By Emily GungPSY 5800, Dr. MerwinApril 20, 2005
“Philosophy is a study that lets us be unhappy more intelligently.”
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Feelings
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Job SatisfactionAttitude about the job reflecting the like/dislike for it and various facets.
Facets:
Pay, Promotion, Fringe Benefits, Supervision, Co-workers, Job Conditions, Nature of the Work Itself, Communication, & Security.
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Overall SatisfactionHow Many People Like Their Job Overall?
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Mean levels of U.S. Satisfaction Job Satisfaction Survey
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Global Satisfaction
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Global Satisfaction by Facet
Facet Dominican Republic
Hong Kong
Jamaica Singapore US
Pay 17.2 15.0 5.8 14.0 11.8
Supervision 20.0 16.0 17.5 13.4 18.6
Fringe Benefits 16.8 14.4 6.1 14.2 14.3
Coworkers 20.0 15.6 17.0 13.4 17.9
Work Itself 22.2 14.9 18.3 17.1 18.9
Total 160.9 133.3 110.0 134.7 133.4
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Ethical Climate inEthical Climate inthe Organizationthe Organization
Ethical Climate inEthical Climate inthe Organizationthe Organization
Values, Motivations, Values, Motivations, & Behaviors of & Behaviors of
LeadersLeaders
Values, Motivations, & BehaviorValues, Motivations, & Behavior
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Dominant Work Values in Today’s WorkforceDominant Work Values in Today’s Workforce
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Hofstede’s Framework for Assessing CulturesHofstede’s Framework for Assessing Cultures
Collectivism
A tight social framework in which people expect others in groups of which they are a part to look after them and protect them.
Individualism
The degree to which people prefer to act as individuals rather than a member of groups.
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Masculinity
The degree to which organizations focus on achievement and job performance, and whose values are characterized by assertiveness, materialism and competition.
Femininity
A nurturing social framework in which people value personal goals such as getting along and having a nice & friendly atmosphere.
Hofstede’s Framework for Assessing CulturesHofstede’s Framework for Assessing Cultures
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Hofstede’s Framework for Assessing CulturesHofstede’s Framework for Assessing Cultures
Power Distance
The extent to which a society accepts that power and status differences in institutions and organizations is distributed unequally.
High distance: extremely unequal distribution Low distance: relatively equal distribution
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Hofstede’s Framework for Assessing CulturesHofstede’s Framework for Assessing Cultures
Uncertainty Avoidance
The extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.
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• Individual / Collectivism
• Masculinity
• Uncertainty Avoidance
• Power Distance
• Gender Differentiation
• Assertiveness
• Future Orientation
• In-group collectivism
• Performance orientation
• Humane orientation
• Individual / Collectivism
• Masculinity
• Uncertainty Avoidance
• Power Distance
• Gender Differentiation
• Assertiveness
• Future Orientation
• In-group collectivism
• Performance orientation
• Humane orientation
The GLOBE Framework
for Assessing
Cultures
The GLOBE Framework
for Assessing
Cultures
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Assessment of Job SatisfactionAssessment of Job Satisfaction
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JDI vs. MSQJDI vs. MSQ
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Causes of Job SatisfactionCauses of Job Satisfaction
Personality (e.g., Positive
Affect trait)
Environment (eg. obj. characteristics
of job)
Subjective interpretation of job environment
Job Satisfaction
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Environment: Job Characteristics TheoryEnvironment: Job Characteristics Theory
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Family Values
Value Similarity
Work Values
Value Congruenc
e
Work/Family Conflict
Value Attainment
Job and Life
Satisfaction
General Life Values
Environment: Work – Family ConflictEnvironment: Work – Family Conflict
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GNS ModerationGNS Moderation
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Personality: The Big 5 Traits Personality: The Big 5 Traits
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Flexibility
MENTOR INNOVATOR
•Living with change•Creative thinking•Managing change
FACILITATOR BROKER
MONITOR PRODUCER
COORDINATOR
DIRECTOR
•Understanding yourself and others•Interpersonal communication•Developing subordinates
ExternalInternal
•Receiving and organizing info•Evaluating routine info•Responding to routine info
•Planning•Organizing•Controlling
•Team building•Participative decision making•Conflict management
•Personal productivity and motivation•Motivating others•Time and stress management
•Taking initiative•Goal setting•Delegating effectively
Control
•Building and maintaining a power base•Negotiating agreement and commitment•Negotiating and selling ideas
Personality: Locus of ControlPersonality: Locus of Control
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Personality: AgePersonality: Age
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Personality: Cultural & Ethnic DifferencesPersonality: Cultural & Ethnic Differences
What kinds of workers What kinds of workers tend to be more satisfied?tend to be more satisfied?
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Ice Breaker
1. List top 5 Job Satisfiers2. Circle the top 3 & Eliminate the least 2 priorities3. Prioritize the top 34. Eliminate the “Important” priority5. Eliminate the “Very Important” priority6. Eliminate the “Critically Important” priority
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Would you quit?Would you quit?
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Potential EffectsPotential Effects
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Potential Effects: TurnoverPotential Effects: Turnover
Activity Cost
Newspaper ads $8,000
Search firm fees $10,000
Interview costs $4,000
Managerial time $4,000
Work put on hold $2,000
Overload on team $4,000
Training for new employee
$6,000
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Potential Effects: Turnover con’tPotential Effects: Turnover con’t
Activity Cost
Lost contracts, customers, and or accounts
$8,000
Lowered office morale
$2,000
Loss of other employees
$3,000
Signing bonus & other perks
$6,000
Relocation expense $7,000
The Final Tab $64,000
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Organizational CommitmentOrganizational Commitment
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•Job Conditions
•Met Expectations
•Benefits Accrued
•Job Availability
•Job Security
•Personal Mobility
•Personal Values
•Felt Obligations
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Today’s WorkplaceToday’s Workplace