1 Chapter 10 Attitudes, Emotions, & Work Copyright © The McGraw-Hill Companies, Inc. Mel Curtis/Getty Images

2 Module 1: Job Satisfaction Job satisfaction –Positive attitude or emotional state resulting from appraisal of one’s job Copyright © The McGraw-Hill Companies, Inc.

3 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 Copyright © The McGraw-Hill Companies, Inc.

4 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 Copyright © The McGraw-Hill Companies, Inc.

5 Model of Determinants of Satisfaction Copyright © The McGraw-Hill Companies, Inc. Figure 10.1 Model of the Determinants of Satisfaction Source: Lawler (1973).

6 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 Copyright © The McGraw-Hill Companies, Inc.

7 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 Copyright © The McGraw-Hill Companies, Inc.

8 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 Copyright © The McGraw-Hill Companies, Inc.

9 Module 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 Copyright © The McGraw-Hill Companies, Inc.

10 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 Copyright © The McGraw-Hill Companies, Inc.

11 Satisfaction vs. Mood vs. Emotion Mood –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 Copyright © The McGraw-Hill Companies, Inc.

12 Distinctions Among Emotional Constructs Copyright © The McGraw-Hill Companies, Inc. Figure 10.5 Distinctions Among Emotional Constructs Source: Adapted from Weiss (2002).

13 Affect Circumplex Copyright © The McGraw-Hill Companies, Inc. Figure 10.6 Affect Circumplex Source: Adapted from Weiss (2002).

14 Emotion (cont'd) Process 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 Copyright © The McGraw-Hill Companies, Inc.

15 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 Copyright © The McGraw-Hill Companies, Inc.

16 Genetics & Job Satisfaction In a 1986 study, disposition in adolescence predicted job satisfaction as long as 50 years later Considerably more research is necessary Copyright © The McGraw-Hill Companies, Inc. M. Freeman/PhotoLink/Getty Images

17 Core Evaluations Assessments individuals make of their circumstances Include self-esteem, self-efficacy, & LOC Have effects on both job & life satisfaction Copyright © The McGraw-Hill Companies, Inc.

18 Concept of Commitment Psychological & emotional attachment an individual feels to a relationship, organization, goal, or occupation Copyright © The McGraw-Hill Companies, Inc. Royalty-Free/CORBIS

19 Forms of Commitment Affective commitment –Emotional attachment to an organization Continuance commitment –Perceived cost of leaving the organization Normative commitment –Obligation to remain in the organization Copyright © The McGraw-Hill Companies, Inc.

20 Concept of Commitment (cont’d) Copyright © The McGraw-Hill Companies, Inc. Figure 10.8 Two Models of Commitment Source: Cohen (1999).

21 Concept of Commitment (cont’d) Copyright © The McGraw-Hill Companies, Inc. Figure 10.8 (cont’d) Two Models of Commitment Source: Cohen (1999).

22 Individual Difference Variables & Commitment Absenteeism & turnover can only be understood when considering multiple forms of commitment & multiple foundations for those commitments Job imbeddedness Hobo syndrome Copyright © The McGraw-Hill Companies, Inc.

23 Withdrawal Behaviors Work 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 Copyright © The McGraw-Hill Companies, Inc.

24 Module 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 Copyright © The McGraw-Hill Companies, Inc.

25 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 Copyright © The McGraw-Hill Companies, Inc.

26 Telecommuting (cont’d) Possible negative effects –Worker alienation –Loss of important sense of identity –Promotion less likely –Rapid disillusionment with lack of promotional opportunities Copyright © The McGraw-Hill Companies, Inc.

27 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 Copyright © The McGraw-Hill Companies, Inc. PhotoDisc/Getty Images

28 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 Copyright © The McGraw-Hill Companies, Inc.

29 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 Copyright © The McGraw-Hill Companies, Inc.

30 Permissions Slide 1: McGraw-Hill Education Digital Image Library, Mel Curtis/Getty Images, Source Image ID: LS017049, Filename: SS26019.JPG Slide 5: Figure 10.1 from Lawler, E. E., III (1973). Motivation in work organizations, p. 75. Monterey: Brooks/Cole. Reprinted by permission of Edward E. Lawler III. Slides 12 & 13: Figures 10.5 & 10.6 adapted from Weiss, H. (2002). Conceptual and empirical foundations for the study of affect at work. In R. G. Lord, R. L. Klimoski, & R. Kanfer (Eds.), Emotions in the workplace: Understanding the structure and role of emotions in organizational behavior, pp. 23, 32. San Francisco: Jossey-Bass. This material is used by permission of John Wiley & Sons, Inc. Slide 16: McGraw-Hill Education Digital Image Library, M. Freeman/PhotoLink/Getty Images, Source Image ID: ST001002, Filename: JPG Slide 18: McGraw-Hill Education Digital Image Library, Royalty-Free/CORBIS, Source Image ID: CB025268, Filename: BHA0095.JPG Slides 20 & 21: Figure 10.8 from Cohen, A. (1999). Relationship among five forms of commitment: an empirical assessment. Journal of Organizational Behavior, 20, p Copyright 1999 © John Wiley & Sons Limited. Reproduced with permission. Slide 27: McGraw-Hill Education Digital Image Library, PhotoDisc/Getty Images, Source Image ID: BU010579, Filename: JPG