Beruflich Dokumente
Kultur Dokumente
Job Satisfaction
Defined as an employees affective
reactions to a job based on comparing
actual outcomes with desired outcomes.
Employees expect their job to provide a
mix of features (e.g., pay, promotion,
autonomy for which the employee has
certain preferential values.
Organizational Commitment
Defined as an attitude or an orientation
that links the identity of the person to the
organization.
As such the goals of the organization and
those of the individual become congruent.
An Employees liking for an organization is
termed affective commitmentincludes
identification with and involvement in the
organization.
Organizational Commitment
(contd)
Three major issues:
the basis for the commitment (how does it
form?)
The manifestation of the commitment (what is
evidence of commitmentattitude or
behavior?)
The focus of the commitment (what or who is
the employee committed to?)
Organizational Commitment
(contd)
Recommended Surveys:
Organizational Commitment Questionnaire (p.
46)
Affective, Normative, and Continuance
Commitment (p. 51)
Organizational Commitment Scale (p. 59)
Career Commitment (p. 63)
Supervisor-Related Commitment
Job Characteristics
Job characteristics is driven by continuing efforts
in organizations to determine the features of jobs
that induce employees to work harder and
perform better.
Job Characteristics Model (JCM) developed by
Hackman and Oldham (1980) predicts that if a
job is well designed, it can lead to higher levels
of 3 critical psychological states.
Three states are: experienced meaningfulness;
experienced responsibility; and knowledge of the
results.
Job Stress
Job stressors are defined as those aspects of a
job that produce excessive and undesirable
constraints or demands on the individual
(Scheck, Kinicki, & Davy, 1995).
Two models have been used to describe the
process by which aspects of a job and its
environment lead to stress and strain.
One model focuses on fit between stressors.
The second model is the Job Demands-Control
Perspective (Karasek, 1979).
Job Roles
Most of the Research about job roles has
focused on the role of conflict and ambiguity.
Every role in an organization should have a
clear set of responsibilities so that
management can provide appropriate
guidance.
Clear job roles tend to increase employee
feelings of competency(Jackson & Schuler,
1985).
Work-Family Conflict
Balancing the demands of work and
Family.
Defined as a form of interrole conflict in
which the role pressures from the work
and family domains are mutually
incompatible.
Work-family conflict has been shown to
affect employees well being and workrelated attitudes (Aryee et al., 1998)
Person-Organization Fit
(Culture Fit)
Person-organization fit refers to the degree of
congruence or compatibility between the
attributes of an organization member and those
of the organization.
Person-organizational fit can be viewed as the
match between the personality characteristics of
an individual employee and organizational
climate.
Attributes for individuals (employees) may
include personality, traits, beliefs, values and
interests.
Workplace Values
Values (as applied within the workplace)
can mean different things.
Values have been described as beliefs,
needs, goals, criteria for choosing goals,
criteria for choosing behaviors, and
preferences (Dose, 1997; Froelich &
Kottke, 1991).
Values may be comprised of cognitive,
affective, and behavioral components.