Psyc 455 1st Edition Lecture 4Outline of Current Lecture II. Job Satisfaction- Defining it- Measuring it- Predicting it- Job Satisfaction outcomesIII. Organizational Commitment- Defining and measuring it- Predicting it- Organizational commitment outcomesCurrent Lecture Job Attitudes Job Satisfaction: employee’s overall evaluation of his/her work role as favorable or unfavorable (i.e liking) including feelings of positive affectEX) “I feel fairly well satisfied with my current job” Organizational commitment: Employee’s attachment and loyalty towards an organizationEX) I feel a strong sense of belonging to this organization Job Involvement: a positive and relatively complete state of engagement of core aspects of the self in one’s job EX) “The most important things that happen to me involve my work” Job Satisfaction Research There are over 15000 research studies on the topic of job satisfaction Job satisfaction has 2 components  Feelings - (affective) mood or emotional (happy, sad, angry, guilty) reactions to one’s job Cognitions/Thoughts – beliefs about the job (demanding, interesting, dull) Behavioral tendencies – attendance, intentions to stay [no longer considered to be part of job satisfaction] The Holy Grail of IO Psychology Does it really matter if people like their jobs? Does job satisfaction relate to any valued work behavior? Measuring Job SatisfactionThese notes represent a detailed interpretation of the professor’s lecture. GradeBuddy is best used as a supplement to your own notes, not as a substitute. Ways to Measure: Faces scale (Kunin, 1995):Put a check under the face that expresses how you feel about your job in general, including the work, the supervision, the pay, the opportunities for promotion, and the people you work with.Does not require a high reading level (+)Single-item measures have poor reliability  Job Descriptive Index (JDI)Provides satisfaction measures for 5 job facets:1. Work itself2. Pay3. Promotion opportunities4. Supervision5. CoworkersCan be combined into overall facet compositeLots of construct validity evidenceNormative data are available  Job in General Scale (JIG)18-adjective scaleDesigned to compliment the JDI Overall Job Satisfaction Scale - Brayfield-Rothe (1951) Scale (OJS)Provides global measure of job satisfaction Minnesota Satisfaction Questionnaire (MSQ)Provides facet measures, 20 job satisfaction facets100 items long Types of Measures Global vs. Facet Composite More affective (feelings) vs. more cognitive (thoughts) Single-item vs. multiple-item Predicting Job SatisfactionWhat determines a person’s job satisfaction?  Job characteristics Features of the job itself (autonomy, feedback) determine how satisfied a person is with the job Folks compare current job characteristics to their desired job characteristics Job characteristics correlations with job satisfaction: - Autonomy (r=.48)- Skill variety (r=.42), Task significance (r=.41), Task identity (r=.31)- Feedback from the job (r=.43), Feedback from others (r=.42)- Social support (r=.56)- To improve job satisfaction: Job Design! Social information processing (communication and social comparison)- Social Construction (communications from similar others, retrospective sense-making) determines how satisfied a person is with their job- Supported in lab research, but less so in field research (messages less consistent in field).- To improve job satisfaction: say positive things! Personality Dispositional Approach Personality (stable traits) determines how satisfied a person is with job Job satisfaction is stable across jobs and time Twins have similar job satisfaction  Traits: positive and negative affectivity, neuroticism, extraversion, conscientiousness To improve job satisfaction: hire the right people! Personality correlations with job satisfaction: - Neuroticism (r=.29), Extraversion (r=.25), Conscientiousness (r=.26)- Positive affectivity (r=.34), Negative affectivity (r=.34) To improve job satisfaction: hire the right people! Job characteristics and personality are the strongest predictors Job Satisfaction Outcomes Does job satisfaction relate to: - Other attitudes (e.g org. commitment, job involvement)- Absenteeism- Turnover- Job Performance- Organizational Citizenship Behavior (OCB) Attitude Engagement Model (Harrison et al.)  Broad behavioral criterion:Behavioral engagement – tendency to contribute rather than withhold inputs from one’s work role (to be “engaged” or “in gear” at work) Job satisfaction is a very broad attitude (attitude object = entire work role) Broad attitudes predict broad behavioral criteria  Specific types of behaviors (job perf., OCB, absence, turnover) are weakly predicted Broad behavioral criterion (engagement) is strongly predicted (r=.51) Remaining questions: Which comes first: job satisfaction or job performance/engagement? What about common causes/confounds? Personality causes both job satisfaction and behavior What about moderator variables? Autonomy, self esteem, rewards for performance  Absence policies, time lag  Levels of Analysis Correlations between group-level job satisfaction and group-level job performance may be slightly larger than correlation between individual-level job satisfaction and individual-level job performance  Within-person correlation of satisfaction and performance is r=.57 Direction of a correlation can change when we move from from the individual level to the group level  Org. Commitment 3 Dimensions: Affective commitment: emotional attachment and loyalty to the org. “wants to stay” Continuance commitment: high perceived costs associated with leaving (investments) “needs to stay” Normative commitment: perceived moral obligation to stay with the org. “ought to stay” Multiple Foci of Commitment Organization Top management Work group Work group manager Career/profession Ways to Measure Commitment  Organization Commitment Questionnaire (OCQ) Focuses primarily on affective commitment Contaminated with turnover intentions items  Allen and Meyers (1990) Scale  Measures affective, continuance, and normative commitment  Most common measure  Predicting Org. Commitment3 dimensions of org. commitment may have different predictors Predictors of