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TRUE/FALSE - Write 'T' if the statement is true and 'F' if the statement is false.
1) There is a strong link between employee satisfaction and engagement, on the one hand, and critical organizational outcomes, on the other hand.
⊚ true
⊚ false
2) Procedural justice is the concept of justice referring to the interpersonal nature of how the outcomes were implemented.
⊚ true
⊚ false
3) Whereas employee wellness programs deal with employees who have developed problems at work because of health-related issues, employee assistance programs (EAPs) take a proactive and preemptive focus on trying to prevent health-related problems in the first place.
⊚ true ⊚ false
4) There is a general consensus among most theories of employee satisfaction that withdrawal behaviors are unrelated to one another.
⊚ true
⊚ false
5) When properly channeled by a secure and supportive leader, "voicing opportunities" for lower-level employees can prevent turnover among highly engaged employees.
⊚ true
⊚ false
6) If job conditions cannot be changed, a dissatisfied worker may opt for an internal transfer if the dissatisfaction is job-specific.
⊚ true
⊚ false
7) The key driving force behind all the different forms of job withdrawal is job satisfaction.
⊚ true
⊚ false
8) An organization’s employees’ perception of and reaction to working conditions have implications for competitive advantage.
⊚ true
⊚ false
9) The evidence on the linkage between negative affectivity and job satisfaction suggests the importance of personnel selection as a way of raising overall levels of employee satisfaction.
⊚ true
⊚ false
10) Due to job involvement, if job satisfaction remains relatively stable across time and jobs, transient changes in job satisfaction will be difficult to sustain in the individuals.
⊚ true ⊚ false
11) With a few exceptions, there is a strong positive relationship between task complexity and job satisfaction.
⊚ true
⊚ false
12) Providing increased opportunities for workers to have input into important organizational decisions that involve compensation increases role conflict and ambiguity.
⊚ true
⊚ false
13) Group cohesiveness and support for individual members decrease through exposure and joint efforts found in team-building activities.
⊚ true
⊚ false
14) Onboarding allows a company to check for differences between units and hence benchmark "best practices" that might be generalized across units.
⊚ true
⊚ false
15) Exit interviews with departing workers can be a valuable tool for uncovering systematic concerns that are driving retention problems.
⊚ true
⊚ false
MULTIPLE CHOICE - Choose the one alternative that best completes the statement or answers the question.
16) Yvonne filed a civil rights infringement after she was wrongfully discharged from her company because
A) she was accused of violating her contract.
B) she works in an employment-at-will state.
C) the company meets state diversity guidelines.
D) she was accused of misconduct.
E) she is a member of a of a protected class.
17) Which of the following is true of voluntary turnover?
A) It is initiated by the employee.
B) It involves employees an organization would like to discharge.
C) It could give rise to more legal consequences than involuntary turnover.
D) It usually is a result of a violation of a company rule or misconduct.
E) It is the last stage in progressive discipline.
18) Which of the following is true of involuntary turnover?
A) It is initiated by the employee.
B) It involves people an organization would like to retain.
C) It is initiated by the organization.
D) It usually involves high performers.
E) It includes employees who quit a job at will to pursue a change in career.
19) The employment-at-will doctrine
A) has become more influential in recent years.
B) has more legal consequences in voluntary turnover than in involuntary turnover.
C) implies that a person may leave an organization at will despite an existing contract.
D) allows employers to discharge people at will without sufficient reasons for the discharge.
E) states that in the absence of a specific contract, either party could sever the employment.
20) Which of the following acts would be considered grounds for a wrongful discharge suit involving a violation of public policy?
A) Allen is terminated because he does something illegal.
B) Rashad is terminated because he does something unethical.
C) Thuy is refused employment because she has a criminal record.
D) Rosa is terminated because she refuses to do something unsafe.
E) Leon is refused employment on account of lack of credentials.
21) Emilio claims that he was fired because of his accent. His claim is an example of a
A) violation of an implied contract.
B) covenant.
C) violation of a public policy.
D) civil rights infringement.
E) violation of employment-at-will.
22) With respect to employee termination, a(n) ________ suit typically attempts to establish that the termination either violated an implied covenant or violated public policy.
A) discrimination
B) forgery
C) encroachment
D) unethical practice
E) wrongful discharge
23) Kirenna’s boss, Tanae, believes that women are not capable of making top-level decisions. Kireena’s decisions are often sidelined by those of Tanae. When Kirenna confronts Tanae, he terminates her employment. Which of the following is the most appropriate suit that will help Kirenna?
A) a retaliation lawsuit
B) a forgery lawsuit
C) a reverse discrimination suit
D) a public policy violation lawsuit
E) a civil right infringement lawsuit
24) Which of the following groups is most likely to file a suit based on reverse discrimination claims?
A) racial minorities
B) homosexuals
C) older workers
D) women
E) caucasians
25) Rosita, a Hispanic employee, is a constant low performer. Walter, her boss, is frustrated and is unable to discharge her due to HR policies. As a consequence, Walter gives Rosita lowlevel work assignments and subjects her to other forms of undesirable treatment. If Rosita leaves the organization, these actions can expose Walter to a possible
A) retaliation lawsuit.
B) forgery lawsuit.
C) reverse discrimination suit.
D) public policy violation lawsuit.
E) civil infringement lawsuit.
26) Organizations that introduce ________ systems where low performers are systematically identified and, where necessary, eliminated from payrolls often experience quick improvement gains.
A) forced distributions rating
B) voluntary distribution rating
C) self-rating
D) peer-rating
E) micromanagement
27) Gleason has filed a dispute against his supervisor. As a first step, HR has asked for
A) use of the open-door policy.
B) a peer review.
C) mediation.
D) arbitration.
E) termination.
28) Cliff has just lost his job. He has brought his resume to a(n) ________ provided by his company and hopes he will also help him with interview techniques.
A) outplacement counselor
B) college counselor
C) employee assistance program
D) onboarding specialist
E) retirement professional
29) The theory of ________ states that dissatisfied individuals spontaneously enact a set of behaviors all at once to avoid their work situation.
A) progression of withdrawal
B) distributive justice
C) whistle-blowing
D) job involvement
E) negative affectivity
30) ________ avoid taking issues to external constituencies and try to resolve them internally.
A) Protected class employees
B) Negative affected employees
C) Whistle-blowers
D) At-will supervisors
E) Prosocially motivated workers
31) ________ is the degree to which employees identify themselves with their jobs.
A) Negative affectivity
B) Progression of withdrawal
C) Job satisfaction
D) Organizational commitment
E) Job involvement
32) ________ is the judgment that people make with respect to the results received relative to the results received by other people with whom they identify (referent others).
A) Structural fairness
B) Outcome fairness
C) Procedural fairness
D) Process fairness
E) Task fairness
33) ________ focuses specifically on the methods used to determine the outcomes received.
A) Outcome justice
B) Interactional justice
C) Procedural justice
D) Result justice
E) Input justice
34) ________ justice is the interpersonal nature of how the outcomes were implemented.
A) Outcome
B) Interactional
C) Procedural
D) Result
E) Functional
35) A company decides to let go of some employees due to a financial crisis. Irena loses her job, while her colleagues with similar performance ratings and productivity retain their jobs. Irena's judgment of her loss when compared to her colleagues' is a perception of
A) structural unfairness.
B) process unfairness.
C) procedural unfairness.
D) outcome unfairness.
E) task unfairness.
36) When management makes a decision on the methods used to determine outcomes, they have used
A) outcome justice.
B) interactional justice.
C) procedural justice.
D) result justice.
E) input justice.
37) Consistency, bias suppression, information accuracy, correctability, representativeness, and ethicality are the six determinants of
A) perceptual justice.
B) interactional justice.
C) procedural justice.
D) outcome justice.
E) income justice.
38) Which of the following determinants of procedural justice requires that procedures are applied by someone who has no prior prejudices regarding the individual involved in the discussion?
A) representativeness
B) correctability
C) bias suppression
D) accuracy
E) consistency
39) Which of the following determinants of procedural justice requires that the procedure has built-in safeguards that allow one to appeal mistakes or bad decisions?
A) bias suppression
B) correctability
C) representativeness
D) ethicality
E) consistency
40) Tanakotte Co. is about to declare bankruptcy and has asked customers, owners, and coworkers to serve on a committee so that the concerns of all affected groups are heard. This follows the guidance of which procedure?
A) bias suppression
B) correctability
C) representativeness
D) ethicality
E) consistency
41) Which of the following determinants of procedural justice requires that the procedure is consistent with prevailing moral standards in terms of invasion of privacy or deception?
A) bias suppression
B) correctability
C) representativeness
D) ethicality
E) consistency
42) East Coast Steel has decided to downsize. Instead of having the managers tell the employees themselves, they have hired an outside firm. This is an example of
A) bias suppression.
B) correctability.
C) representativeness.
D) ethicality.
E) consistency.
43) Explanation, consideration, social sensitivity, and empathy are key determinants of
A) perceptual justice.
B) interactional justice.
C) procedural justice.
D) outcome justice.
E) task justice.
44) Which of the following determinants of interactional justice requires emphasis on the different aspects of procedural fairness that justify the decision?
A) social sensitivity
B) explanation
C) consideration
D) empathy
E) consistency
45) Alternative dispute resolution is a method of resolving disputes that
A) involves extensive legislation.
B) does not rely on the legal system.
C) excludes outside parties.
D) does not involve binding arbitration.
E) involves only the appealing party.
46) Which of the following is true of alternative dispute resolution (ADR)?
A) ADR relies on the legal system to resolve matters that cannot be handled internally.
B) Resolution through an ADR system is expensive, as it involves high costs in terms of legal fees.
C) ADR follows a distinct set of actions with a goal of resolving disputes in as few steps as possible.
D) ADR is more effective than employee assistance programs in dealing with issues related to drug or alcohol abuse.
E) ADR is designed to resolve issues internally and does not engage outsiders to enter the discussion.
47) Carson has been consistently coming in late to work and leaving early. His supervisor has documented this behavior for a month. Before taking the issue to HR and the manager, the supervisor sits down with Carson and talks to him about her concerns. At the end of the discussion, the supervisor issues Carson a(n)
A) temporary suspension.
B) unofficial verbal warning.
C) last chance notification.
D) threat of suspension.
E) termination.
48) Which of the following steps in progressive discipline involves the right to go to arbitration?
A) unofficial verbal warning
B) official written warning
C) temporary suspension
D) threat of suspension
E) termination
49) When Jose approaches HR about a resolution dispute, the HR counselor suggests beginning with
A) arbitration.
B) open-door policy.
C) peer review.
D) mediation.
E) legal support.
50) In an alternative dispute resolution method, the stage during which the two people involved in the conflict attempt to arrive at a settlement without any third parties involved is known as
A) peer review.
B) arbitration.
C) open-door policy.
D) mediation.
E) legal support.
51) During the ________ stage of alternative dispute resolution, a panel composed of representatives from the organization that are at the same level as those people in the dispute hears the case and attempts to help the parties arrive at a settlement.
A) peer review
B) arbitration
C) open-door policy
D) mediation
E) legal support
52) Which of the following happens in the mediation stage of an alternative dispute resolution?
A) The two people in conflict attempt to arrive at a settlement together.
B) A panel composed of representatives from the same level hears the case.
C) A neutral third party hears the case via a nonbinding process.
D) A professional arbitrator hears the case and resolves it unilaterally.
E) The judiciary system steps in to resolve the dispute based on the suit filed.
53) In a typical progressive discipline program, which of the following should be the step taken before terminating an employee?
A) unofficial verbal warning
B) official written warning
C) last chance notification
D) threat of suspension
E) right to go to arbitration
54) Lately, co-workers have reported to you that they can smell alcohol on Marty’s breath when she returns from her morning break and after lunch. You call Marty into your office and offer her the name and phone number for the ________ program.
A) employee assistance
B) alternative dispute resolution
C) health benefits
D) health insurance
E) aided workers'
55) What type of counseling helps displaced employees manage the transition from one job to another?
A) outplacement
B) transition
C) relocation
D) displacement
E) transfer
56) Which of the following statements is accurate about voluntary turnover?
A) It is initiated by the employer.
B) It involves employees an organization would like to discharge.
C) It typically involves legal aspects that have repercussions for the organization.
D) It gives the employee no choice in deciding his or her stay in the organization.
E) It can lead to the loss of highly valued employees to competitors.
57) Which of the following explains the high rate of voluntary turnover among the millennial generation of employees?
A) They put a premium on earning high salaries.
B) They are overburdened by new technology.
C) They need connection to the company mission.
D) They dislike working in team environments.
E) They resist pressure to enhance their skills.
58) Johan has started to call in sick when there is a scheduled meeting and asks to leave early on days when reports are due. How do you know that Johan is experiencing job withdrawal?
A) Job withdrawal refers to employers discharging employees from jobs that are to be outsourced.
B) Job withdrawal is a set of behaviors that dissatisfied individuals enact to avoid the work situation.
C) Job withdrawal refers to retracting a job offer after initial confirmation.
D) Job withdrawal refers to voluntary turnover initiated by employees an organization would like to retain.
E) Job withdrawal involves a set of actions showcased by the company to discourage its employees from working.
59) Which of the following suggests that dissatisfied individuals enact a set of behaviors to avoid their work situation?
A) efficiency wage theory
B) equity theory
C) progression of withdrawal theory
D) two-factor theory
E) motivation theory
60) Bettina sent emails and company memos to the media and the Environmental Protection Agency. She is now called a whistleblower because
A) she is a satisfied employee.
B) she is capable of bringing about internal change.
C) she avoided taking the issue to external constituencies.
D) she avoided making the grievance public.
E) she resorted to the government to address the grievance.
61) An employee who engages in absenteeism is displaying job dissatisfaction through
A) behavioral change.
B) psychological withdrawal.
C) physical withdrawal.
D) whistle-blowing.
E) arbitration.
62) ________ is the degree to which people identify themselves with their jobs.
A) Job enlargement
B) Job enrichment
C) Job involvement
D) Job recognition
E) Job satisfaction
63) The degree to which an employee identifies with an organization and is willing to put forth effort on its behalf is called
A) job satisfaction.
B) organizational enlargement.
C) organizational commitment.
D) job engagement.
E) job involvement.
64) Marcus exhibits low job involvement and low organizational commitment. These are
A) what drive employees who create organizational changes.
B) forms of psychological disengagement.
C) examples of physical job withdrawal.
D) examples of physiological job withdrawal.
E) forms of behavioral changes aimed at changing policies.
65) Lately, Alejandra has been performing low in his job. Although he is physically present at his workplace, his mind is constantly engaged with thoughts of a better job. Which of the following behaviors does Alejandra exhibit?
A) physical withdrawal
B) psychological withdrawal
C) internal change
D) whistle-blowing
E) behavioral change
66) Moshe enjoys his job and feels that he is a productive member of the team. He is displaying
A) job enrichment.
B) job enlargement.
C) job commitment.
D) job involvement.
E) job satisfaction.
67) ________ is the standard point that serves as a comparison for other points and thus provides meaning.
A) A frame of reference
B) Progression of withdrawal
C) Prosocial motivation
D) Organizational commitment
E) Job involvement
68) ________ is a dispositional dimension that reflects pervasive individual similarities in dissatisfaction with any and all aspects of life.
A) Negative affectivity
B) Job involvement
C) Organizational commitment
D) Job satisfaction
E) Whistle-blowing
69) One of the major interventions aimed at reducing job dissatisfaction by increasing job complexity is
A) negative affectivity
B) organizational commitment.
C) job appraisal.
D) job enrichment.
E) a frame of reference.
70) The two primary sets of people in the organization who affect an individual's job satisfaction are his
A) subordinates and supervisors
B) subordinates and co-workers.
C) co-workers and supervisors.
D) CEO and HR managers.
E) supervisors and HR managers.
71) Job satisfaction is a function of ________, which can be defined as what a person consciously or unconsciously desires to obtain.
A) perception
B) appreciation
C) contentment
D) appraisal
E) values
72) Negative affectivity is primarily influenced by
A) availability of social support.
B) disposition of individuals.
C) organizational roles.
D) work environment.
E) pay and benefits.
73) Wesley was about to leave the company because the job was too easy and not challenging her skills. Her manager approached her with a new project that she would be solely responsible for. This decrease in her job dissatisfaction was the result of
A) job transfer.
B) job rotation.
C) job evaluation.
D) job enlargement.
E) job enrichment.
74) Rodriguez, a production manager, conducts an employee satisfaction survey. The survey reveals high levels of dissatisfaction among the employees in the packing unit who complain about repetitive tasks. In response to this, he adopts an intervention that explicitly focuses on reducing job dissatisfaction due to impoverished or boring tasks. This intervention is an example of
A) job enrichment.
B) team building.
C) prosocial motivation.
D) job rotation.
E) work complication.
75) The degree to which people are energized to do their jobs because it helps other people is called
A) job enrichment.
B) team building.
C) prosocial motivation.
D) job rotation.
E) work involvement.
76) Good Business Rules, Inc. has started a bowling league and a ski club. GBRI decreases job dissatisfaction through
A) behavior modification.
B) a supportive environment.
C) progressive discipline measures.
D) third-party negotiations.
E) alternative dispute resolution.
77) Which of the following is the most important aspect of work in terms of generating satisfaction?
A) an employee's salary and the benefits that come along with the work he or she does
B) the degree to which work is meaningfully related to core values of the worker
C) the extrinsic rewards associated with the work and the organization
D) a positive work environment and social support
E) the nonmonetary benefits received by the employee in terms of self-esteem and goal satisfaction
78) Selima wants her team to fully understand all the responsibilities that the team has. She often moves individuals from one job to the next so that team members have a complete picture of the unit. Selima is practicing
A) job involvement.
B) job enrichment.
C) job engagement.
D) job enlargement.
E) job rotation.
79) Which of the following people would be most likely to work longer due to prosocial motivation?
A) Marcelle, a reporter
B) Samir, an accountant
C) Simon, a salesperson
D) Ramone, a nurse
E) Tim, a miner
80) The two primary sets of people in an organization who affect an individual's job satisfaction are
A) subordinates and supervisors.
B) supervisors and customers.
C) co-workers and subordinates.
D) supervisors and co-workers.
E) subordinates and customers.
81) With regard to supervision, employee satisfaction is likely to be highest when
A) managers and employees have different values and personalities.
B) employees are micromanaged.
C) managers focus more on supervising than their own work.
D) employees take up supervision as an informal responsibility.
E) employees get the support needed to achieve their goal.
82) Sarita is new to the unit. She has been working in italy for the past several years. During her first week in the United States, the unit invites her to lunch, brings in local magazines and newspapers, and tells her how to get to the best grocery stores. This unit is actively practicing
A) organizational culture.
B) a homogeneous environment.
C) organizational support.
D) social support.
E) an organizational network.
83) Most attempts to measure job satisfaction rely on
A) observations of employees.
B) reports by co-workers.
C) workers' self-reports.
D) behavioral measures.
E) workers' performance reports.
84) Which of the following statements offers the strongest predictor of employee turnover?
A) "The company’s sales goals for next year seem totally out of reach."
B) "Most of my best friends are co-workers from the office."
C) "This company should offer more skills development opportunities."
D) "The department head is good at her job but not very personable."
E) "I think some of my team members just skate by on my efforts."
85) The Pay Satisfaction Questionnaire (PSQ) focuses on
A) the work itself.
B) co-workers.
C) promotions.
D) supervision.
E) benefits.
86) Which of the following facets is measured by both the Job Descriptive Index (JDI) and the Pay Satisfaction Questionnaire (PSQ)?
A) job satisfaction
B) supervision
C) tasks involved in a job
D) job description
E) pay
87) In the mid-2010s, certain low-paying companies raised their hourly wage because they needed to
A) address the problem of growing income inequality in the country
B) avoid having to hire new employees in a tight labor market
C) compensate for decreased health care benefit packages
D) circumvent legislative efforts to increase the minimum wage
E) draw educated candidates with potential to become managers
88) Why would a company offer generous tuition reimbursement benefits to its employees?
A) because it wants to avoid offering in-house training programs
B) because educated employees predict higher long-term growth
C) because it wants to encourage prosocial behavior
D) because it values intelligent, knowledgeable employees
E) because good benefits produce lower turnover than do high salaries
89) Sunshine Juice Inc. is worried about employee job satisfaction. They have started surveying employees at least annually to gauge satisfaction. Analyzing the results and making changes will limit
A) dissatisfaction among low performers.
B) voluntary turnover.
C) involuntary turnover.
D) low productivity.
E) low quality.
90) ________ interviews with departing workers can be a valuable tool for uncovering systematic concerns that are driving retention problems.
A) Technical
B) Retaining
C) Exit
D) Mock
E) Screening
91) Which of the following is true of employees terminating employment based on voluntary turnover?
A) They include those who work too many hours as well as those who do not get enough work hours.
B) They include only those working on an hourly-wage basis and not the salaried ones.
C) Those who work on an hourly basis usually tend to leave due to working too many hours.
D) Those employees who are salaried usually tend to leave due to lack of enough work hours.
E) They exclude those who do not get enough work.
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
92) Define the employment-at-will doctrine and a wrongful discharge suit. Explain how an employee can file a wrongful discharge suit if the company is an employment-at-will company.
93) Use examples to explain the three major principles of justice.
94) Rodriguez and Hans have had a dispute at work. Using the stages of alternative dispute resolution, describe how you will work with them to come to a resolution.
95) Explain job withdrawal and its three levels of progression.
96) Compare and contrast job involvement and organizational commitment.
97) Define job satisfaction and describe the three aspects of job satisfaction.
98) Explain how negative affectivity is related to job satisfaction. In your answer, be sure to include examples.
99) Briefly describe the differences and similarities between job enrichment and job rotation.
100) Discuss job satisfaction with regard to supervisors and co-workers. Explain the relationship between social support and job satisfaction.
101) Why would a company employ a program of employee survey research? Develop at least five questions that could be asked on such a survey.
Test name: Unnamed Test 10
1) TRUE
2) FALSE
3) FALSE
4) FALSE
5) TRUE
6) TRUE
7) TRUE
8) TRUE
9) TRUE
10) FALSE
11) TRUE
12) FALSE
13) FALSE
14) FALSE
15) TRUE
16) E 17) A
18) C
19) E 20) D 21) D 22) E 23) E 24) E 25) A 26) A
90) C 91) A
92) The employment-at-will doctrine is one that, in the absence of a specific contract, either an employer or an employee could sever the employment relationship at any time. This employment at-will doctrine has eroded significantly over time, however. Today employees who are fired sometimes sue their employers for wrongful discharge. Some judges have been willing to consider employees who meet certain criteria regarding longevity, promotions, raises, and favorable past performance reviews as having an implied contract to dismissal only for good cause. A wrongful discharge suit typically attempts to establish that the discharge either (1) violated an implied contract or covenant (that is, the employer acted unfairly) or (2) violated public policy (that is, the employee was terminated because he or she refused to do something illegal, unethical, or unsafe). Wrongful discharge suits can also be filed as a civil rights infringement if the person discharged is a member of a protected group.
93) Examples will vary.Outcome fairness: This type of justice is the judgment that people make with respect to the outcomes received relative to the outcomes received by other people with whom they identify.Procedural justice: This type of justice focuses specifically on the methods used to determine the outcomes received. The determinants of procedural justice include consistency, bias suppression, information accuracy, correctability, representativeness, and ethicality.Interactional justice: This type of justice is the interpersonal nature of how the outcomes were implemented. The four determinants of interactional justice are explanation, social sensitivity, consideration, and empathy.
94) Answers will vary, but should include all the steps.Open-door policy: The two people in conflict attempt to arrive at a settlement together.Peer review: A panel composed of representatives from the organization that are at the same level as those people in the dispute hears the case and attempts to help the parties arrive at a settlement.Mediation: A neutral third party from outside the organization hears the case and, via a nonbinding process, tries to help the disputants arrive at a settlement.Arbitration: A professional arbitrator from outside the organization hears the case and resolves it unilaterally by rendering a specific decision or award.
95) Job withdrawal is a set of behaviors that dissatisfied individuals enact to avoid a work situation. The theory of "progression of withdrawal" includes three categories of behaviors:Behavior change: This includes efforts to attempt to change the conditions that generated the job dissatisfaction.Physical job withdrawal: If job conditions cannot be changed, a dissatisfied worker may be able to solve his or her problem by leaving the job.Psychological job withdrawal: Employees psychologically disengage themselves from their job; they are on the job, but their minds may be elsewhere.
96) Job involvement is the degree to which people identify themselves with their jobs. Organizational commitment is the degree to which an individual identifies with an organization and is willing to put forth an effort on its behalf. Thus, an individual could be highly involved with his or her job or career yet have low commitment to the specific organization that he or she is working with. The two constructs are similar in that job dissatisfaction leads to low job involvement and low organizational commitment over time. Also, both low job involvement and low organizational commitment make an employee more difficult to motivate.
97) Job satisfaction is the pleasurable feeling that results from the perception that one's job fulfills or allows for the fulfillment of one's important job values. Three important aspects of job satisfaction areValues: Job satisfaction is a function of values (what a person consciously or unconsciously desires to obtain).Importance of individual views: Different employees have different views of which values are important.Perception: It is one's perception of one's present situation relative to one's values that affects job satisfaction.
98) Negative affectivity is a dispositional dimension that reflects pervasive individual differences in satisfaction with any and all aspects of life. Individuals who are high in negative affectivity report higher levels of aversive mood states, including anger, contempt, disgust, guilt, fear, and nervousness across all contexts (work and nonwork). The evidence on the linkage between these kinds of traits and job satisfaction suggests the importance of personnel selection as a way of raising overall levels of employee satisfaction. If job satisfaction remains relatively stable across time and jobs because of characteristics such as negative affectivity, this suggests that transient changes in job satisfaction will be difficult to sustain in these individuals, who will typically revert to their "dispositional," or adaptation, level over time. Thus, some employers actually try to screen for this when selecting job candidates.
99) Job enrichment refers to specific ways to add complexity and meaningfulness to a person's work. Job rotation refers to moving a single individual from one job to another over time. Both methods aim at reducing job dissatisfaction. Job enrichment is directed at jobs that are "impoverished" or boring. Job rotation offers the employee a mix of jobs, in which some are considered dissatisfying, while others are considered satisfying. Both methods tend to increase the complexity for employees.
100) The two primary sets of people in an organization who affect job satisfaction are co-workers and supervisors. A person may be satisfied with his or her supervisor or co-workers for two reasons. The employee may have the same values, attitudes, and philosophies that the coworkers and supervisor have. The employee may be satisfied with his or her supervisor and co-workers because they provide support that helps the employee achieve his or her own goals. Social support means the degree to which a person is surrounded by other people who are sympathetic and caring. Considerable research indicates that social support is a strong predictor of job satisfaction and lower employee turnover.
101) Regardless of what measures are used or how many facets of satisfaction are assessed, a systematic, ongoing program of employee survey research should be a prominent part of any human resource strategy for a number of reasons.It allows the company to monitor trends over time and thus prevent problems in the area of voluntary turnover before they happen.It provides a means of empirically assessing the impact of changes in policy (such as introduction of a new performance appraisal system) or personnel (e.g., introduction of a new CEO) on worker attitudes.When these surveys incorporate standardized scales such as the Job Descriptive Index (JDI), they often allow the company to compare itself with others in the same industry along these dimensions.A systematic survey program also allows the company to check for differences between units and hence benchmark "best practices" that might be generalized across units.Although the focus in this section has been on surveys of current employees, any strategic retention policy also has to consider surveying people who are about to become ex-employees.