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- Why is this page out of focus?
- Is the extent to which an employee identifies with an organization?
- Is the extent to which an employee identifies with an organization and is committed to its goals quizlet?
- Which term describes when an employee identifies with a particular organization and its goals and wishes to remain a member?
- What is facet job satisfaction?
OUTCOME TEST 4 COVERAGE:
CHAPTER 10 :
Employee Satisfaction and Commitment
reference / IO Psych by Aamodt
Affective commitment - The extent to which an
employee wants to remain with an organization and
cares about the organization.
Continuance commitment - The extent to which
employees believe they must remain with an
organization due to the time, expense, and effort they
have already put into the organization.
Normative commitment - The extent to which
employees feel an obligation to remain with an
organization.
Organizational commitment - The extent to which an
employee identifies with and is involved with an
organization.
Distributive justice - The perceived fairness of the
decisions made in an organization.
Interactional justice - The perceived fairness of the
interpersonal treatment that employees receive.
Embeddedness - The extent to which employees have
links to their jobs and community, the importance of
these links, and the ease with which they can be broken
and replaced at another job.
Absenteeism - when employees are dissatisfied or not
committed to the organization, they are more likely to
miss work and leave their jobs than satisfied or
committed employees.
Financial bonus - A method of absenteeism control in
which employees who meet an attendance standard are
given a cash reward.
Well pay - A method of absenteeism control in which
employees are paid for their unused sick leave.
Paid time off (PTO) - An attendance policy in which all
paid vacations, sick days, holidays, and so forth are
combined.
Games - An absenteeism control method in which
games such as poker and bingo are used to reward
employee attendance.
Job satisfaction - The attitude employees have toward
their jobs.
Job in General (JIG) Scale - A measure of the overall
level of job satisfaction.
Job Descriptive Index (JDI) - A measure of job
satisfaction that yields scores on five dimensions.
Job Diagnostic Survey (JDS) - A measure of the extent
to which a job provides opportunities for growth,
autonomy, and meaning.
Faces Scale - A measure of job satisfaction in which
raters place a mark under a facial expression that is
most similar to the way they feel about their jobs.
Social information processing Theory - States that
employees model their levels of satisfaction and
motivation from other employees.
Social learning Theory - States that employees model
their levels of satisfaction and motivation from other
employees.
Individual Difference Theory - postulates that some
variability in job satisfaction is due to an individual’s
personal tendency across situations to enjoy what she
does.
Job enlargement - A system in which employees are
given more tasks to perform at the same time.
Job enrichment - A system in which employees are
given more responsibility over the tasks and decisions
related to their job.
Why is this page out of focus?
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Is the extent to which an employee identifies with an organization?
Organizational commitment is defined as: a) the degree to which an employee identifies with the organization they work for and its goals.
Is the extent to which an employee identifies with an organization and is committed to its goals quizlet?
Organizational commitment reflects the extent to which an employee identifies with an organization and is dedicated to its goals.
Which term describes when an employee identifies with a particular organization and its goals and wishes to remain a member?
Organizational commitment is the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.
What is facet job satisfaction?
The eight facets of job satisfaction identified in the previous chapter are promotional opportunity, compensation, work environment, adequate training and opportunities, positive relationship with supervisor, work group, nature of the work, and perceived fair treatment.