PSYC 3301 1nd EditionExam # 3 Study Guide Lectures: 25 - 37Lecture 25-27 (November 31-3)Components of Attitudes-What are the three components of attitudes? Explain.- Affective: Things are associated with the things about which we hold attitudes (“hot” aspect)- Cognitive: Hold certain beliefs about things- Behavior: Predisposition to act in certain way-Define Job satisfaction. What are the external causes for job satisfaction?- Interesting and challenging- Not too tiring- Fair rewards – sense of control- Good relations with coworkers- Low phys + psyc stress- Workers’ attributions about workplace events (economy OR actions of employers)-What has research shown regarding prediction in job satisfaction? What are the internal causesfor job satisfaction?Why?- Research has shown that personality factors in childhood may predict job satisfaction in adulthoodInternal causes for job satisfaction:- High self-esteem: view things in positive light- Ability to withstand stress- Internal locus of control: alter or control own outcome- Self-selection to the job - Realistic positive expectations: (Pulakos and Schmitt research) ask students likelihood of liking future job, higher positive expectation-higher future job satisfaction. BUT have to be realistic- High status/seniority: better working conditions- Good personal adjustment at home: social skills help at work too- Genetics: 30%Job Satisfaction Diversity-What are the three main differences discussed in the book? Explain.- Stage of career and occupational differences: managers, technical, professional, self-employed higher job satisfaction. Older more satisfaction than younger. Why?-Gainmore prestige, more challenging, more control BUT may not be justified (mid-career plateau)- Cultural differences: (Hofstede) Career success (material possession, individualistic ego needs, US) vs quality of life(relationships,social needs, Japan), Adler. - Gender differences: Men-value status, prestige, high income, more satisfied with high-level jobs. Women: social relations, overrepresentation in occupations help oppressed (Sidaniu & Pratto).View Fig 11.5 pg. 323-What is motivation-maintenance theory? Explain. What is social exchange theory? Explain. Why is job turnover and job satisfaction only slightly related? - Motivation-maintenance theory: Herzberg- critical incidence technique (used to study job satisfaction in which participants report times when feeling job satisfaction/dissatisfaction). Motivators (related to the actual job, satisfaction, Maslow lower level deficiency needs such as safety needs) vs hygiene or maintenance factors (related to conditions, dissatisfaction, Maslow higher-level growth needs such as self-esteem).- Social exchange theory: Comparison Level (CL) – Outcome think you deserve from a certain relationship, how happy you will be from an outcome resulting from interaction including employment. Compare past to present employment. When exceed CL=satisfied, when below CL= dissatisfied. Comparison level for alternatives (CLalt) – outcome think you can obtain form best available alternative. If CLalt exceeds – likely to leave current position, if CLalt below – likely to stay. This is why job turnover and job satisfaction only slightly related. View fig 11.6 pg. 326Effects of Job Satisfaction-What are the effects of job satisfaction vs dissatisfaction? Explain- Absenteeism and turnover: The lower the individ satisfaction, the more likely miss work (modest relationship) and resign, turnover (also modest relationship). - Life satisfaction: Self-concept, spill-over effect (affects other aspects of our lives). Causal relationship (one causes other, job dissatisfaction causes life dissatisfaction)- Personal Health: If satisfied – live longer, better mental health (reduced anxiety, high self-esteem etc.)Organizational commitment- What do employees tend to do if there is organizational commitment?- Less likely to leave and less absenteeism- Make personal sacrifices for good of the company- Have successful careers and are happier with their lives-What are the two types of organizational commitments, (define)? What are the three main factors associated with increased Org commitment?- Continuance commitment: He will continue working because he cannot afford to leave(linked to economic factors, salary benefits)- Affective commitment: Desire to stay because he agrees with policies and wants to remainaffiliated (associated with feeling competent and efficacious) Three factors (table 11.3 pg. 330):- Job characteristics: high responsibility,opportunities, autonomy,importance of job- Personal Characteristics: Lengh employed,age,personal growth- Company policies: ownership,values,orientation procedures,vigorous recruitmentLecture 28-30 (November 5-10th) Interpersonal Attraction-Who are we more attracted to? Particularly true when?- Familiar people- True when fairly complex stimuli and neutral initial reactions-We tend to like people who? Examples?Are looks important in romantic relationships? What dowe assume about people who are more attractive? Why do attractive people tend to be more socially skilled? People who do what are considered more attractive? What study regarding this was made? Who do we choose to date?- We tend to like people who have attractive features such as: intelligence, personality, good looks- Looks are important- We assume that people who are attractive are also above average in : social competence, intelligence, mental health and happiness- They tend to be more socially skilled likely because they are treated more positively- People with a high self-perception of attractiveness and those that smile are considered more attractive- The study mentioned in the book resulted in students considered more attractive in yearbooks ended up with higher salaries down the road- We choose to date people that have a similar level of attractiveness-Is similarity important in a relationship? Do opposites attract?- Studies show it is. We are attracted to people who are similar in values, opinions, race, socioeconomic level and personality. Marriage partners tend to be similar in extraversionand dominance. Success rates higher if more in common (education, age)- No, because similarity not complementarity is main determinant of marital success. If not-continual conflictLove-Definition (from book). What is the reinforcement-affect model?- Love: A strong, affectionate relationship among two people- Concerned with satisfaction