Job Satisfaction and Related Worker Attitudes Motivation and Commitment SHEILA AGUILLON,THIN AUNG, ADAM LEAVENWORTH, RODOLFO ORNELAS, EDGAR ZAMORA

The Dynamic Relationships of Work Affect and Job Satisfaction with Perceptions of Fit Sheila Aguillon

Terms Person-Organization Fit Person-Job Fit Positive-Affect Negative-Affect Job Satisfaction

Main Purpose To Find Out How One Affects the Other To Obtain Job Satisfaction P-O → Positive/Negative Affect P-J → Positive/Negative Affect Positive/Negative Affect = Job Satisfaction

Method → Surveys → Momentary vs. General Examples “All in all, I am satisfied with my job” “At this moment, I am satisfied with my job”

Results EXAMPLES “I value fairness, but have been treated unfairly my values do not align with the company’s values. Not fitting makes me unhappy” “I feel negative, so my values must not be aligned with the organization’s values, so I don’t fit” Job-Organization Job-Person Fit Positive/Negative Affect Job Satisfaction

Take Home → Improve Job descriptions → Improve Interview process → Values/Missions Clearly Stated (Better Relationship Built With Employee) → Continuous Learning → Training So That Employees Feel Confident In Doing Their Job

The Role of Affect and Leadership During Organizational Change Adam Leavenworth

Terms Short-lived v. Long-lived emotions Workgroup Cynicism Affective v. Normative

Main Purpose To determine what factors help employees stay during change Leadership Emotions Obligations

Methods Survey Scale from 1-5 with 5=Strongly agree Examples: “I believe in the value of change” “I feel a sense of duty to work towards change”

Results

Take Home Realistic Job Preview Job description Improve training process

When hospitals provide HR practices tailored to older nurses, will older nurses stay? It may depend on their supervisor Armstrong-Stassen and Francine Schlosser By: Thin Aung

Key Terms Perceived supervisor support Perceived organizational support Organizational commitment Intention to remain

Main Purpose To create HR practices targeting older nurses Supervisor Development Increase employee commitment

Methods Data samples: College of Nurses of Ontario Statistical 528 RNs (45-67 years old) Questionnaires: Scale range: 1-5 (1 strongly-disagree and 5 strongly-agree)

Results

Take Home Focus on the needs of older nurses Implement new HR practices that are directly under supervisors’ control Develop supervisors into agents of the organization

SATISFACTION, CITIZENSHIP BEHAVIORS, AND PERFORMANCE IN WORK UNITS: A META-ANALYSIS OF COLLECTIVE CONSTRUCT RELATIONS By Edgar Zamora

Key Terms Organizational Citizenship Behavior (OCB) Unit-level

Purpose Clarify the structure and function of collective job satisfaction

Method Meta-analysis

Results

Take-home Message Implement activities that promote unit-level job satisfaction Create policies that improve unit-level job satisfaction

Can Conflict Be Energizing? A Study of Task Conflict, Positive Emotions Rodolfo Ornelas

Key Terms to Understand Task Conflict Emotion, interpreted as TCE Mild Conflict Intense Conflict Functional diversity

Issue- Examined Mild conflict vs intense conflict Potential positivity contributed from group conflict in the workforce. Lack of information on possible positive outcomes of conflict.

Methods of Research Two pencil and paper surveys two months apart from one another amongst 232 employees Measures of 1-7 (1 strongly disagree). (7 strongly agree). Hierarchical linear modeling

Results

Take home message Learn to embrace mild conflict in the workplace. Maintain an active learning environment Try to incorporate groups made up of employees from different functional areas. Learn how to distinguish mild conflict from intense conflict amongst group employees.

Group Take Home Job Descriptions Improve recruitment methods Improve selection processes Managers can institute policies and practices grounded in socialization, training, continuous learning Embrace mild task conflict amongst groups in the workplace