I/OP
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42 questions
| 🇬🇧 | 🇬🇧 |
| Attitude employees have toward their jobs | Job satisfaction |
| Extent to which an employee identifies with and is involved with an organization | Organizational commitment |
| When employees have a strong, consistent beliefs about their level of job satisfaction | Affective cognitive consistency |
| Extent to which an employee feels obligated to the organization and as a result of this obligation, must remain with the organization | Normative commitment |
| Postulate that some variability in job satisfaction is due to an individual's personal tendency across situations to enjoy what she does | Individual's difference theory |
| Suggests that job satisfaction not only may be fairly stable across jobs but also may in part be genetically predetermined | Genetic predispositions |
| Tendency to have negative emotions such as fear, hostility and anger | Negative affectivity |
| Perceived ability to master their environment | Self-efficacy |
| Perceived ability to control their environment | External locus of control |
| Extent to which the rewards, salary and benefits received by employees are perceived to be consistent with their experts and performance | Needs or supplies fit |
| Postulates that employees observe the levels of motivation and satisfaction of other employees and then model these levels | Social Information Processing Theory/ Social learning theory |
| Theory that postulates that if employees perceive they are being treated fairly, they will be more likely to be satisfied with their jobs and motivated to do well | Organizational justice |
| Perceived fairness of the actual decisions made in an organization | Distributive justice |
| Perceived fairness of the methods used to arrive at the decision | Procedural justice |
| Perceived fairness of the interpersonal treatment employees receive | Interactional justice |
| Employees are given more faces to perform at the same time | Job enlargement |
| Employees are allowed to make more complex decisions | Knowledge enlargement |
| Employees are given more responsibility over the tasks and decisions related to their job | Job enrichment |
| A measure to the extent to which a job provides opportunities for growth autonomy and meaning | Job diagnostic survey |
| Employee groups that meet to propose changes that will improve productivity and the quality of work life | Self directed teams/ quality circles |
| Measure of job satisfaction that yields scores on five dimensions (supervision, pay, promotional opportunities, coworkers and the work itself) | Job description index (JDI) |
| Measure of job satisfaction that yields scores on 20 dimensions | Minnesota satisfaction questionnaire (MSR) |
| Measure of the overall level of job satisfaction | Job in general scale (JIG) |
| Has 24 items, 8 each for the 3 factors of affective continuance and normative commitment | Allen and mayer survey |
| Nine-item survey developed by Balfour and Wechsler (1996) that measures 3 aspects of commitment: identification, exchange and affiliation | Organizational commitment scale (OCS) |
| Ask employees questions specific to their organization | Custom Designed inventories |
| An attendance policy in which all paid vacation, sick days, holidays and so forth are combined | Paid time off program (PTD)/ Paid level bank |
| Extent to which on employees personality values attitudes philosophy and skills match those of the organization | Person or organization fit |
| Behaviors that are not part of an employee's job but that make the organization a better place to work | Lack of organizational citi |
| Behaviors that are not part of an employee's job but that make the organization a better place to work | Organizational citizenship behaviors (OCBs) |