1. Attitudes, Emotions, & Work
Chapter 9
Attitudes, Emotions, & Work
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2. Module 9.1: Job Satisfaction
Positive attitude or emotional state resulting from appraisal of one’s job

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

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

5. Model of Determinants of Satisfaction
Figure 9.1
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

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

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

9. 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

10. Faces Scale
Figure 9.4

11. 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

12. 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

13. 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

14. Different Forms of Work Satisfaction and Dissatisfaction
Figure 9.5

15. 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?

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

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

18. 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

19. 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

20. Genetics & Job Satisfaction
In a 1986 study, disposition in adolescence predicted job satisfaction as long as 50 years later
Considerably more research is necessary
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21. 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

22. Elements of Core Evaluations
Figure 9.8

23. Concept of Commitment
Psychological & emotional attachment an individual feels to a relationship, organization, goal, or occupation
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24. 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?

25. Two Models of Commitment
Figure 9.9

26. 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

27. Expanded Model of Identification
Figure 9.10

28. Graphic Scale of Identification
Figure 9.11

29. 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

30. 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

31. 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

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

34. 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
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35. 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

36. 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