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Job Satisfaction Unit

Job Satisfaction Unit. The emotional state resulting from the appraisal of one’s job or job experience. What is a concept map?. A visual representation of a knowledge structure A tool for organizing and representing knowledge Creativity in business thinking tool

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Job Satisfaction Unit

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  1. Job Satisfaction Unit • The emotional state resulting from the appraisal of one’s job or job experience

  2. What is a concept map? • A visual representation of a knowledge structure • A tool for organizing and representing knowledge • Creativity in business thinking tool • A tool to facilitate meaningful learning • Helps students make connections among a set of concepts and job satisfaction

  3. What does a concept map look like? • Various forms • A simple concept map on an individual’s knowledge of a cup of coffee might look like this: ground up coffee beans naturally sleep have contains coffee can inhibit caffeine can be removed from hot water increase alertness contains

  4. Sample MapsSpider concept maps

  5. Sample MapsHierarchical concept maps

  6. Sample maps:Systems concept maps Input Output

  7. Why Complete Maps? • Help you appreciate others’ viewpoints and perspectives • Concept maps encourage you to organize and enhance your knowledge on any topic. • Concept maps help you learn new information by integrating each new idea into an existing body of knowledge. • See new connections & enhance creativity

  8. ISSUES RELATED TO JOB SATISFACTION 1. What is job satisfaction and why is it important? 2. What is the status of job satisfaction in the U.S. today? 3. What are the controversies surrounding job satisfaction? a. How much variation in performance is explained by satisfaction? b. Could job performance cause job satisfaction? c. Is job satisfaction really an attitude? 4. What factors affect job satisfaction?

  9. REASONS FOR INTEREST IN JOB SATISFACTION • 1. Value judgment • 2. Mental health • 3. Stress & physical health • 4. Public relations function • 5. Collegiality • Customer satisfaction • Lateness, Absenteeism & Turnover • Under Investigation • a. File fewer grievances • b. Have fewer accidents • Engage in more organizational citizenship behaviors & fewer counterproductive behaviors • Retire later

  10. Americans are satisfied Gallop polls report consistently high responses 4-point Gallup polls reconfirm Americans are dissatisfied Poll wording is flawed Different operationali- zations yield different results • Still recent data suggest that “storm clouds” of change may be brewing 2. What is the Status of Job Satisfaction?

  11. 2008: 90% “completely” or “somewhat” satisfied 1997: 84%% (37% completely, 47% somewhat)

  12. “If you could start your work life over again, would you choose the same occupation again?” Percent who would choose similar work again (Want children to follow in footsteps) Professional and White collarWorking Class University professors Printers Physicists Skilled auto workers Biologists Skilled steel workers Lawyers Textile workers Journalists Unskilled auto workers Other Other

  13. JOB DESCRIPTIVE INDEX Measures satisfaction with the following, separately: 1. The work itself 2. Supervision 3. Pay 4. Coworkers 5. Opportunities for advancement

  14. Employee Job Satisfaction Using JDI Dimensions over Time Red entries traditionally the dimensions rated lowest aSource: 2009 Employee Job Satisfaction: A survey report by SHRM including “somewhat satisfied” and “very satisfied” bSource: 2012 Employee Job Satisfaction and Engagement: A Research Report by SHRM including “somewhat satisfied” and “very satisfied”

  15. 3. What are the controversies surrounding job satisfaction? (a) How much variation in performance is explained by satisfaction? X% of the variance in in job performance can typically be explained by job satisfaction

  16. What is the relationship between job satisfaction and job performance? 1. What were your expectations? How much variation in job performance should one factor like job satisfaction account for? What other factors likely explain most of the variation in job performance? Review conceptual maps. 2. On the other hand, the estimates suggesting that satisfaction and performance correlate only r =.3 (R2 = .09) may be underestimates because of measurement problems in job performance. (leniency and/or central tendency)

  17. What is the relationship between job satisfaction • and job performance? • Specifically, some argue that low correlations between satisfaction & performance are “depressed” as a function of the “restriction-in-range” associated with job performance measures. • 4. Forced ranking systems not a solution. Welch’s“Rank and Yank”: 20% “A” players (outstanding), 70% “B” players (vital not visionary), and 10% “C” players (bottom feeders or in need of improvement)

  18. Relationship between job sat & job performance • Forced ranking systems not a solution. Welch’s“Rank and Yank” system: • “A” Players “B” Players “C” Players • (outstanding) (vital not visionary) (bottom feeders) • TopMiddleNeeds Improvement • GE20% 70% 10% • Ford 10% 85% 5% • Enron used: 5% superior, 30% excellent, 30% strong, • 20% satisfactory, & 15% needs imp. • What are the problems with these perf. appraisals?

  19. Facts Re Forced Distribution Rating Systems* • 77% of companies believe PA ratings are too lenient • 20% of Fortune 100 use some form of FDRS • Little empirical research on effectiveness of FDRS and even less on rater reactions to using FDRS • Managers found FDRS more difficult and less fair than traditional rating systems. A consequence was managers’ decreased confidence in providing feedback to employees under FDRS. • Still, since FDRS may promote higher levels of performance, more research is needed. Recommend use only when there is high variability in job performance * Schleicher et al. 2009

  20. (b) Could job perf. cause job satisfaction? P S Job Job Performance Satisfaction (c) Is job satisfaction really an attitude? Satisfaction stable over time May be more like a personality trait (& not subject to manager influence) Supported by identical twin reared apart data What are the controversies surrounding job satisfaction?

  21. DETERMINANTS OF JOB SATISFACTION(Based on Research Evidence) Individual Personality: self-esteem, stamina, internal locus of control, positive affectivity (disposition), hope, and resilience Status/seniority in the organization Genetics ????

  22. DETERMINANTS OF JOB SATISFACTION Organizational/Job Related Perceived fairness of rewards Perceived quality of supervision Decentralization of power Pleasant physical working conditions Job design

  23. Support Slides for Readings

  24. Wright & Cropanzano (2000) • What is psychological well-being? How is it different from job satisfaction? • Because science seeks to understand and predict, authors provide extensive literature review. -What do studies say about the relationship between job sat and performance? -How and why should Ψwell-being predict job performance?

  25. Morrow Concept Map: Indicators of Low Psychological Well-Being: Depression, Self-esteem, Pessimism Low Self-esteem Low Ψ well-being and Motivation Low Performance Depression Pessimistic Low Ψ well-being may also lead to: Hypertension Alcoholism Drug Abuse

  26. Wright & Cropanzano (2000) • What are the hypotheses set forth for Study 1? • What was the sample in Study 1? • How were well-being, satisfaction and performance measured? • Were the hypotheses supported? Review Tables 1, 2 and 3

  27. Wright & Cropanzano (2000) • Why was a second study done? • What was the sample in Study 2? • Were the hypotheses supported in Study 2? Review Tables 4, 5 and 6

  28. Implications & Limitations • Little support for the “happy worker is the productive worker” but considerablesupport for psychological well-being as a predictor of performance • Limited generalizability • Possible stereotyping?? • How can managers acquire higher Ψ well-being employees?

  29. Wright (2010) • Shows the progress of science as article reviews how Ψ well-being predicts job performance, employee health turnover, and ability to cope with stress. Emphasizes how job sat & Ψ well-being are resources employees can draw from. • What strategies increase Ψ well-being?

  30. Judge, Heller and Mount (2002) Article • 3rd meta-analysis. Further advances idea job sat may be a function of dispositional (e.g., personality) traits • What are the Big 5 personality traits and how are they hypothesized to be related to job sat? • What was the sample in this study? p. 532 • Were the hypotheses supported? Table 1 • How much variation in job sat can the Big 5 explain? Table 2. • How about life satisfaction? Figure 1

  31. Judge, Heller and Mount (2002) Article • What importance would you attach to personality traits in making selection decisions? • Would you use personality to hire “for fit”?

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