1. 9. Job Satisfaction & Organizational Commitment By Emily Gung PSY 5800, Dr. Merwin April 20, 2005 “Philosophy is a study that lets us be unhappy more intelligently.”

2. Feelings

3. Job Satisfaction Attitude about the job reflecting the like/dislike for it and various facets. Facets: Pay, Promotion, Fringe Benefits, Supervision, Co- workers, Job Conditions, Nature of the Work Itself, Communication, & Security.

4. Overall Satisfaction How Many People Like Their Job Overall?

5. Mean levels of U.S. Satisfaction Job Satisfaction Survey

6. Global Satisfaction

7. Global Satisfaction by Facet FacetDominican Republic Hong Kong JamaicaSingaporeUS Pay17.215.0 5.814.011.8 Supervision20.016.017.513.418.6 Fringe Benefits16.814.4 6.114.214.3 Coworkers20.015.617.013.417.9 Work Itself22.214.918.317.118.9 Total160.9133.3110.0134.7133.4

8. Ethical Climate in the Organization Values, Motivations, & Behaviors of Leaders Values, Motivations, & Behavior

9. Dominant Work Values in Today’s Workforce

10. Hofstede’s Framework for Assessing Cultures Collectivism A tight social framework in which people expect others in groups of which they are a part to look after them and protect them. Individualism The degree to which people prefer to act as individuals rather than a member of groups.

11. Masculinity The degree to which organizations focus on achievement and job performance, and whose values are characterized by assertiveness, materialism and competition. Femininity A nurturing social framework in which people value personal goals such as getting along and having a nice & friendly atmosphere. Hofstede’s Framework for Assessing Cultures

12. Power Distance The extent to which a society accepts that power and status differences in institutions and organizations is distributed unequally. High distance: extremely unequal distribution Low distance: relatively equal distribution

13. Hofstede’s Framework for Assessing Cultures Uncertainty Avoidance The extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.

14. Individual / Collectivism Masculinity Uncertainty Avoidance Power Distance Gender Differentiation Assertiveness Future Orientation In-group collectivism Performance orientation Humane orientation Individual / Collectivism Masculinity Uncertainty Avoidance Power Distance Gender Differentiation Assertiveness Future Orientation In-group collectivism Performance orientation Humane orientation The GLOBE Framework for Assessing Cultures

15. Assessment of Job Satisfaction

16. JDI vs. MSQ

19. Causes of Job Satisfaction Personality (e.g., Positive Affect trait) Environment (eg. obj. characteristics of job) Subjective interpretation of job environment Job Satisfaction

20. Environment: Job Characteristics Theory

21. Family Values Value Similarity Work Values Value Congruence Work/Family Conflict Value Attainment Job and Life Satisfaction General Life Values Environment: Work – Family Conflict

22. GNS Moderation

23. Personality: The Big 5 Traits

24. Flexibility MENTORINNOVATOR Living with change Creative thinking Managing change FACILITATOR BROKER MONITORPRODUCER COORDINATORDIRECTOR Understanding yourself and others Interpersonal communication Developing subordinates ExternalInternal Receiving and organizing info Evaluating routine info Responding to routine info Planning Organizing Controlling Team building Participative decision making Conflict management Personal productivity and motivation Motivating others Time and stress management Taking initiative Goal setting Delegating effectively Control Building and maintaining a power base Negotiating agreement and commitment Negotiating and selling ideas Personality: Locus of Control

25. Personality: Age

26. Personality: Cultural & Ethnic Differences What kinds of workers tend to be more satisfied?

27. Ice Breaker 1.List top 5 Job Satisfiers 2.Circle the top 3 & Eliminate the least 2 priorities 3.Prioritize the top 3 4.Eliminate the “Important” priority 5.Eliminate the “Very Important” priority 6.Eliminate the “Critically Important” priority

28. Would you quit?

29. Potential Effects

30. Potential Effects: Turnover ActivityCost Newspaper ads$8,000 Search firm fees$10,000 Interview costs$4,000 Managerial time$4,000 Work put on hold$2,000 Overload on team$4,000 Training for new employee $6,000

31. Potential Effects: Turnover con’t ActivityCost Lost contracts, customers, and or accounts $8,000 Lowered office morale$2,000 Loss of other employees $3,000 Signing bonus & other perks $6,000 Relocation expense$7,000 The Final Tab$64,000

32. Organizational Commitment

33. Job Conditions Met Expectations Benefits Accrued Job Availability Job Security Personal Mobility Personal Values Felt Obligations

34. Today’s Workplace