...EMPLOYEE ATTITUDES AND JOB SATISFACTION Lise M. Saari and Timothy A. Judge This article identifies three major gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal employee attitude in particular—job satisfaction: (1) the causes of employee attitudes, (2) the results of positive or negative job satisfaction, and (3) how to measure and influence employee attitudes. Suggestions for practitioners are provided on how to close the gaps in knowledge and for evaluating implemented practices. Future research will likely focus on greater understanding of personal characteristics, such as emotion, in defining job satisfaction and how employee attitudes influence organizational performance. © 2004 Wiley Periodicals, Inc. “Happy employees are productive employees.” “Happy employees are not productive employees.” We hear these conflicting statements made by HR professionals and managers in organizations. There is confusion and debate among practitioners on the topic of employee attitudes and job satisfaction— even at a time when employees are increasingly important for organizational success and competitiveness. Therefore, the purpose of this article is to provide greater understanding of the research on this topic and give recommendations related to the major practitioner knowledge gaps. As indicated indirectly in a study of HR professionals (Rynes, Colbert, & Brown, 2002), as well as based on our experience, the major...
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...Organizational Commitment and Job Satisfaction This section will discuss the relationship between organizational commitment and job satisfaction. According to Jane Williams, industrial / organization psychologist, from Indiana University and Purdue University says that Organizational Commitment and Job Satisfaction are two are the most important work attitudes needed in today’s organizational psychology. Organizational commitment and job satisfaction are very closely related to each other. Job satisfaction is defined “a pleasurable or positive emotional state resulting from the appraisal of one's job and job experiences.” (Locke, 1976). Job satisfaction is one of the most measured variables by organization from every industry. The reason organizations pay large amounts of money to obtain this information is it helps to determine the state of moral of their employees. Another reason for knowing job satisfaction among employees is research has discovered a correlation between job satisfaction and other variables such as organizational commitment, life satisfaction, family satisfaction, and performance on the job. When it comes to measuring job satisfaction there are three tests that are generally used by researchers: convergence, discrimination, and nomological network. (Jex, S., & Britt, T.2009). The first test convergence means that when there are two separate tests done on job satisfaction they must correlate highly with each other. The second test of discrimination...
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...(2007). “Factors Affecting Overall Job Satisfaction and Turnover Intention”, Journal of Managerial Sciences. Volume number 2, Issue number 2, Page number 240-252. Allen, N., and Meyer, J. (1990). “The Measurement and Antecedents of Affective, Continuance, and Normative Commitment to the Organization,” Journal of Occupational Psychology. Volume number 63, page number 1-18. Arnold, H.J. and Feldman, D.C. (1982). “A multivariate analysis of the determinants of job turnover”, Journal of Applied Psychology. Volume number 67, Issue number 3, Page number 350-60. Babbie, E. (2007). SocialResearch (11th Ed.). Belmont, CA: Thomson Wadworth. Backman, P. (1994). “Fast Food explosion”, Caterer and Hotelkeeper, Volume number 10, Page number 214-220 Becker, T. E. (1992). “Foci and bases of commitment: Are they distinctions worth making?”, Academy of Management Journal, Volume number 35, Page number 232 -244. Becker, T. E., & Billings, R. S. (1992). “Profiles of commitment: An empirical test”, Journal of Organizational Behavior. Volume number 14, Page number 177-190. Bryman, A. and Cramer, D. (1999). Quantitative data analysis with SPSS for windows. A guide for social scientists. New York: Routledge. Campion, M.A. (2008). “Meaning and Measurement in Turnover: Comparison of Alternative Measures and Recommendations for Research”, Journal of Applied Psychology, Volume number 76, Page number 199-212. Carsten, J., and Spector, P. (1987). “Unemployment, Job Satisfaction, and Employee Turnover: A Meta-analytic...
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...Organizational Psychology Paper PSY/428 Organizational Development May 13th, 2013 Organizational psychology is a field that utilizes scientific methodology to understand better the behavior of individuals working in organizational settings (Jex & Britt, 2008). Organizational psychology’s goal is to help companies to function in the most efficient ways possible. Organizational psychologists will achieve this by helping management to understand the interactions of the staff so that management can help create an environment which all of the employees can work together to accomplish the goals of the organization. This Knowledge is also used, in a variety of ways to help make organizations be more effective. Effective organizations are typically more productive, often provide higher-quality services to customers and are usually more financially successful than less effective organizations (Jex & Britt, 2008). Organizational psychologist study many different aspects about the work environment. Organizational psychologists will look at the leadership, employee job satisfaction, job stress, and employee communications. Organizational psychologist can be brought in by companies as consultants to help solve employee related problems. Organizational psychologists will apply psychological principles and research methods to solve problems and improve worker performance, productivity, management, and training. The Role of Research and Statistics in Organizational...
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...Job satisfaction is an affective reaction to an individual’s work situation, and has been described as a positive emotional response resulting from appraisal of one’s job (Sharma & Jyoti, 2006). Job satisfaction describes how content a person is with his or her job. People have different opinions and aspects towards his or her job and this is where organizational psychology helps employees to see how they can help employees be satisfied in his or her job or how satisfied he or she are. Organizations provide evaluations to see how satisfied employees are and to determine what is it that organization can do to provide employee job satisfaction. If all employees are satisfied with his or her job then everyone will get along and the organization will more likely succeed. In the following paragraphs team c will be defining job satisfaction, impact that organizational socialization has on job satisfaction, example how organization can use organizational socialization to positively impact job satisfaction, relationship between organizational commitment and job satisfaction, and example of how an organization can use organizational commitment to positively impact job satisfaction. Job Satisfaction Defined According to Bower, job satisfaction is in regard to one’s feelings or state-of-mind regarding of their work. Job satisfaction is something organizations need to make sure employees are happy with his or her duty because in order for organizations to be successful they must continuously...
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...in Powernet Inc. * Make recommendation in order to face the coming up situation with the retirement of middle management employees. 2. Document Review 2.1. Industrial Organizational Psychology Industrial and organizational psychology is the scientific study of human behavior in the workplace. I-O psychologists contribute to an organization's success by improving the performance, satisfaction, safety, health and well-being of its employees. An I–O psychologist conducts research on employee behaviors and attitudes, and how these can be improved through hiring practices, training programs, feedback, and management systems. I–O psychologists also help organizations transition among periods of change and development. 2.2. Key areas of I/O Psychology * Training & Development * Employee Selection * Ergonomics * Performance Management * Work Life * Organizational Development 2.3. Various branches in Psychology * Abnormal Psychology * Behavioral Psychology * Biopsy Psychology * Cognitive Psychology * Comparative Psychology * Cross – cultural Psychology * Development Psychology * Educational Psychology * Experimental Psychology * Forensic Psychology 2.3. Organizational or Corporate Culture/Climate Organizational culture is the behavior of humans who are part of an...
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... organizational citizenship behaviours? January 2006 Introduction This essay is broken down into various sections to develop the ‘building blocks’ upon which we can provide an answer to the question. In section 1, we will look at the core constructs of ‘positive affect’ (PA) and ‘organizational citizenship behaviours’ (OCBs). In section 2, we will answer the question of how PA influences OCBs by looking at some of the main theories and models. In section 3, the extent to which PA influences OCBs will be considered by reviewing the empirical evidence. Finally, section 4 attempts to draw conclusions and provides an overall discussion. Section 1 - Definitions This section looks at the constructs of ‘positive affect’ and ‘organizational citizenship behaviours’. Positive Affect (PA) Between the 1930s, when it started to emerge as a construct of interest to organizational research, and the mid-1980s, affect at work was construed almost exclusively in terms of job satisfaction (Brief & Weiss, 2002). However, Organ & Near (1985) argued that job satisfaction has both a cognitive (belief, judgement, comparison) as well as an affective (emotional, feeling) dimension, whereas most measures of job satisfaction tended to focus on the cognitive element. This distinction is important: Weiss & Cropanzano (1996) see affective experiences as antecedent to job satisfaction while it may also be regarded as a component of job satisfaction...
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... | | |College of Social Sciences | | |PSYCH/570 Version 2 | | |Organizational Psychology | | |Dr. Kathleen Hughes De Sousa | Copyright © 2010, 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course is an in-depth look at organizational psychology and therefore covers the organizational side of the field, including the impact of the organizations on the individual and on groups of individuals. The dynamics and cultural characteristics of organizations are identified and described in-depth, and organizational development and change are given particular emphasis as well. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies...
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...Job Satisfaction and Organizational Commitment with Google Geraldine Burroughs Professor Berkina Porter BUS322 – Organizational Behavior February 9, 2014 According to Jane Williams, industrial organization psychologist, from Indiana University and Purdue University says that Organizational Commitment and Job Satisfaction are two are the most important work attitudes needed in today’s organizational psychology. Organizational commitment and job satisfaction are very closely related to each other. Job satisfaction is defined “a pleasurable or positive emotional state resulting from the appraisal of one's job and job experiences.” (Locke, 1976). Job satisfaction is one of the most measured variables by organization from every industry. The reason organizations pay large amounts of money to obtain this information is it helps to determine the state of moral of their employees. Another reason for knowing job satisfaction among employees is research has discovered a correlation between job satisfaction and other variables such as organizational commitment, life satisfaction, family satisfaction, and performance on the job. The first test convergence means that when there are two separate tests done on job satisfaction they must correlate highly with each other. The second test of discrimination means that the test needs to measure different variables. For example researchers may want to know how people view their world...
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...Methodology 2 2.0 Job Satisfaction 3 2.1 Definition and relationship to turnover 3 2.2 Locus of control 3 2.2.1 Definition 3 2.2.2 Internal LOC Vs External LOC 4 2.3 Two-Factor Theory 5 2.3.1 Definition 5 2.3.2 Motivators Vs Hygiene factors 5 2.3.3 Application of the theory 5 3.0 Organizational Commitment 6 3.1 Definition and relationship to turnover 6 3.2 Value Congruence 6 3.2.1 Definition 6 3.2.2 The effect of value congruence on the three types of organizational commitment 6 3.3 The Five Factor Model 7 3.3.1 Definition 7 3.3.2 The effect of the model on the three types of organizational commitment 8 4.0 Conclusion 9 5.0 Recommendations 10 6.0 References 11 1.0 Introduction 1.1 Purpose of the report The purpose of this essay is to provide recommendations for the human resource practitioners to increase employee job satisfaction and organizational commitment in the company by taking into account the personality of an employee and his/her influence on job satisfaction and organizational commitment. 1.2 Personality Personality is defined as the sum total of ways in which an individual reacts to and interacts with others (Robbins & Judge, 2012). In modern organizations, management has started to take employee’s personality in to consideration in order to increase the effectiveness and efficiency of employees to improve the employee’s performance resulting in higher levels of job satisfaction and organizational commitment hence...
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...meaningfulness and job satisfaction and the related impact it has on employee withdrawal decision process. Name: Angela Cheng Studentnumber: 6514392 Supervisor: Dr. ‘Alim Beveridge Nottingham University Ningbo 2014 1.0 INTRODUCTION ...................................................................................................................... 3 1.1 INTRODUCTION .......................................................................................................................................... 3 1.2 RESEARCH TOPIC ....................................................................................................................................... 3 1.3 PROJECT RATIONALE .................................................................................................................................... 3 1.4 RESEARCH QUESTIONS .................................................................................................................................. 4 1.5 RESEARCH PARTICIPANTS ............................................................................................................................ 4 2.0 LITERATURE REVIEW ........................................................................................................... 5 3.0 RESEARCH DESIGN ................................................................................................................ 6 3.1 DATA COLLECTION ..............................................................................
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...Organizational Psychology The organizational psychology, developed from the human relations movement in the organizations, shows more interest in the employee than the industrial psychology, which focuses on understanding the behavior and the welfare of employees. Organizational topics include employee attitudes, behavior, work-related stress, and monitoring techniques (What is organizational Psychology, 2009). However, the main subjects of the area of the psychology organizational should not be categorized as strictly industrial or organizational. For example, the motivation is important for industrial psychology in relation to efficiency and the performance of employees, but is also very important for the organizational psychology, the happiness and welfare of employees. The organizational psychology can be improved with contributions from marketing and with techniques as a result of the search for a better quality. A couple of cases of this kind are market research studies and the creation of clubs of consumers or users who helps to know the factors and facilitate the retention of brands and products in the minds of consumers as well as his loyalty to them (Steve M Jex, Thomas W Britt, 2008). Without a doubt, the importance of organizational psychology allows to understand the human phenomena within the organization in its relations with the rest of the organizational system. Role of the Organizational Psychologist Psychologists must study human behavior within...
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...Improving Organizational Performance Simulation Summary Shirley Brown PSY/428 October 10, 2011 Dr. Judy Manning Improving Organizational Simulation Summary This paper will summarize the details surrounding the organizational psychology needs of Airdevil Inc. Airdevil Inc. was founded in 1995 by Celsey Evans. This company had a tremendous growth experience but has recently had a decline in employee job satisfaction. Ms. Evans concern is that her organization is suffering and enlisted the help of Dreamworks to develop an organizational psychology plan that will fit within the budget and help improve employee satisfaction. This paper will discuss the four phases addressed in the simulation, motivational interventions and the results accompanied with chosen interventions. Phase One In 1995, Celsey Evans founded the Airdevils with their home base being located in Salt Lake City, Utah. She founded the company with her being the sole employee, at the present time there are 115 employed at Airdevils. Over a two year span the company saw an influx of new employees which also brought and attitude personality differences. Customers began to complained the quality of stunts being performed were not the high quality, breath-taking stunts they were accustomed to seeing by the Airdevils. Celsey initially thought the differences would smooth out and increase employee and customer satisfaction. The first phase that was initiated by...
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...RUNNING HEADER: Job Satisfaction Team Paper Job Satisfaction Team Paper PSY428 June 21, 2010 Maria Cuddy-Casey Job Satisfaction Team Paper With today’s ever-changing, stressful environment individual job satisfaction is critical to the success of any organization. Today’s individuals are looking for more than a job; they are searching for a career that will challenge them, allowing them to grow and progress within the organization. They need a sense of accomplishment while allowing the flexibility to be creative. It is these employees who find satisfaction in their positions. They are more productive, efficient, and effective; contributing to success of the company. The purpose of this paper is to define job satisfaction and its affect within the workplace. It will explain the impact that organizational socialization has on job satisfaction as well as providing an example of how an organization can use organizational socialization to positively impact job satisfaction. Finally, it will describe the relationship between organizational commitment and job satisfaction as well as providing an example of how an organization can use organizational commitment to positively impact job satisfaction. Define Job Satisfaction Employees who are happy and content at work are satisfied with their job. Employers are placing more emphasis on employee job satisfaction. Employees who are satisfied with their job have better retention, camaraderie with fellow staff...
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...What is the relationship between person – supervisor fit and job satisfaction? Testing with mediating variable organisational commitment & moderating variable perceived organisational support. Hans Boudewijn, Michèlle Merkx & Eefje Vogels University of Amsterdam, Business School The Netherlands Abstract Today, little is known about the individual relationship of Person-Supervisor fit and job satisfaction. This study examines this relationship as well moderating effect of perceived organizational support and the mediating effect of organizational commitment. This idea came from a real life example on the University of Amsterdam. Employees working in the University were dissatisfied by the low level of perceived support from the organisation itself, but were still satisfied on their job overall, because of the good fit between the employee and the supervisor (Person-Supervisor fit). In this study only evidence is found for the direct relationship of Person-Supervisor fit and job satisfaction and the moderating influence of perceived organizational support, when the level of perceived support is low. This study contributes to the existing literature by extending the current knowledge about the relationship between Person-Supervisor fit and job satisfaction. This information is valuable to applicants, recruiters and employees because it influences their attitudes, decisions and behaviours in the work domain (Kristof-Brown, 2005). Evidence is found for direct relationship...
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