Attitudes, Emotions, & Work Chapter 9 Attitudes, Emotions, & Work Mel Curtis/Getty Images

Module 9.1: Job Satisfaction Positive attitude or emotional state resulting from appraisal of one’s job

Job Satisfaction – Brief History Early period of job satisfaction research Found both job-related & individual difference variables might influence job satisfaction Hawthorne effect Change in behavior or attitudes that was the simple result of increased attention

History: An evolution Porter & Lawler proposed overall job satisfaction was result of various calculations individuals made regarding what they believed they deserved from their job Included elements of VIE & equity theory

Model of Determinants of Satisfaction Figure 9.1 Model of the Determinants of Satisfaction Source: Lawler (1973).

An Evolution (cont'd) Value theory (Locke, 1976) Relative importance of particular job aspect to a given worker influenced range of that worker’s response to it Opponent process theory (Landy, 1978) Every emotional reaction is accompanied by an opposing emotional reaction

Relation b/w High Performance Work Practices and Job Sat. Figure 9.2

Presumed Antecedents, Correlates, & Consequences of Job Satisfaction Figure 9.3

Measurement of Job Satisfaction Overall vs. Facet Satisfaction Overall satisfaction Results either from mathematically combining scores based on satisfaction or a single overall evaluative rating of the job Facet satisfaction Information related to specific elements of job satisfaction

Faces Scale Figure 9.4

Satisfaction Questionnaires Job Descriptive Index (JDI) Assesses satisfaction with work itself, supervision, people, pay, & promotion Heavily researched but tends to be lengthy Minnesota Satisfaction Questionnaire (MSQ) Calculates “extrinsic” & “intrinsic” satisfaction scores Job Satisfaction Scale (JSS) Spector Nine facets

Module 9.2: Moods, Emotions, Attitudes, & Behavior Alternative forms of work satisfaction Progressive work satisfaction Stabilized work satisfaction Resigned work satisfaction Pseudo-work satisfaction Constructive work dissatisfaction Fixated work dissatisfaction

Alternative Forms of Satisfaction (cont'd) Resigned work satisfaction & constructive work dissatisfaction are most salient for organizations Those 2 dimensions are most appropriate to concentrate on in any attempts at organizational change

Different Forms of Work Satisfaction and Dissatisfaction Figure 9.5

Satisfaction vs. Mood vs. Emotion Generalized feeling not identified with a particular stimulus & not sufficiently intense to interrupt ongoing thought processes Emotion Normally associated with specific events or occurrences that are intense enough to disrupt thought processes ? Which is more enduring?

Distinctions Among Emotional Constructs Figure 9.5 Distinctions Among Emotional Constructs Source: Adapted from Weiss (2002).

Affect Circumplex Figure 9.6 Affect Circumplex Source: Adapted from Weiss (2002).

Emotion (cont'd) Process emotions Prospective emotions Result from consideration of tasks one is currently doing Prospective emotions Result from consideration of tasks one anticipates doing Retrospective emotions Result from consideration of tasks one has already completed

Dispositions & Affectivity Negative affectivity (NA) Often referred to as neuroticism Individuals prone to experience diverse array of negative mood states Positive affectivity (PA) Often referred to as extraversion Individuals prone to describe themselves as cheerful, enthusiastic, confident, active, & energetic Personality characteristics likely to influence moods, but not necessarily discrete emotions

Genetics & Job Satisfaction In a 1986 study, disposition in adolescence predicted job satisfaction as long as 50 years later Considerably more research is necessary M. Freeman/PhotoLink/Getty Images

Core Evaluations Assessments individuals make of their circumstances Include self-esteem, self-efficacy, & LOC How do they differ? Have effects on both job & life satisfaction

Elements of Core Evaluations Figure 9.8

Concept of Commitment Psychological & emotional attachment an individual feels to a relationship, organization, goal, or occupation Royalty-Free/CORBIS

Forms of Commitment Affective commitment Continuance commitment Emotional attachment to an organization Continuance commitment Perceived cost of leaving the organization Normative commitment Obligation to remain in the organization Which is most important for work motivation? Why?

Two Models of Commitment Figure 9.9

Individual Difference Variables & Commitment Absenteeism & turnover can only be understood when considering multiple forms of commitment & multiple foundations for those commitments Why do you think that job satisfaction is not a very good predictor of absenteeism and turnover? Job imbeddedness Hobo syndrome

Expanded Model of Identification Figure 9.10

Graphic Scale of Identification Figure 9.11

Withdrawal Behaviors Work withdrawal Job withdrawal Attempt to withdraw from work but maintain ties to organization & work role (includes lateness & absenteeism) Job withdrawal Willingness to sever ties to organization & work role (includes intentions to quit or retire) Progression hypothesis

Module 9.3: Related Topics Job loss Reduces income & daily variety Suspension of typical goal setting guiding day-to-day activity Fewer decisions to make New skills not developed & old skills atrophy Social relationships can change radically

Telecommuting Accomplishing work tasks from distant location using electronic communications # telecommuters will continue to rise For many telecommuters, strategic planning skills & self-reported productivity increase Higher satisfaction also reported

Telecommuting (cont’d) Possible negative effects Worker alienation Loss of important sense of identity Promotion less likely Rapid disillusionment with lack of promotional opportunities

Work-Family Balance Research investigating whether satisfaction one experiences at work is in part affected by satisfaction one experiences in non-work & vice versa Negative influences on work-family balance Electronically enhanced communications Prevalence of multiple roles PhotoDisc/Getty Images

Work-Related Attitudes & Emotions From Cross-Cultural Perspective Individualism & job satisfaction “+” correlated in some cultures, while collectivism & job satisfaction “+” correlated in other cultures Degree of “fit” related to emotional reactions to work & subsequent work behaviors Important for multinational organizations to consider

Possible Connection Between Motivation & Emotion People motivated to engage in activities that have some level of unpredictability in order to have some sort of emotional experience People seek positive emotional experiences & set reasonably difficult goals that are likely achievable