Podcast
Questions and Answers
What is the primary factor that influences the strength of reactions to aggressive acts?
What is the primary factor that influences the strength of reactions to aggressive acts?
What is a direct cost of CWB to organizations?
What is a direct cost of CWB to organizations?
Which of the following is a consequence of CWB on organizational performance?
Which of the following is a consequence of CWB on organizational performance?
What is the primary goal of integrity screening in the recruitment and selection phase?
What is the primary goal of integrity screening in the recruitment and selection phase?
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Which of the following is NOT a method of reducing CWB in organizations?
Which of the following is NOT a method of reducing CWB in organizations?
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What is the relationship between CWB rates and organizational performance?
What is the relationship between CWB rates and organizational performance?
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What is an indirect cost of CWB to organizations?
What is an indirect cost of CWB to organizations?
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What is a common consequence of CWB in the fast food industry?
What is a common consequence of CWB in the fast food industry?
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What is the purpose of cognitive ability screening in the recruitment and selection phase?
What is the purpose of cognitive ability screening in the recruitment and selection phase?
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Which of the following is a potential outcome of managing CWB in organizations?
Which of the following is a potential outcome of managing CWB in organizations?
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Study Notes
Job Attitude and Satisfaction
- Attitudes are evaluative statements indicating feelings about objects, people, or events; affect behavior.
- Job satisfaction encompasses key factors like working conditions, pay, and organizational support.
- Employee attitudes can change positively through social sharing and discussions about challenging experiences with coworkers.
Components of Attitudes
- Attitudes consist of three elements: cognition (thoughts), affect (feelings), and behavior (actions).
- Leon Festinger proposed that attitudes can follow behavior, while others maintain that attitudes predict future behaviors.
- Cognitive Dissonance occurs when there is an inconsistency between attitudes and behaviors, leading individuals to seek consistency.
Theories of Job Satisfaction
- Affect Theory posits job satisfaction is determined by the gap between what is desired in a job and what is actually experienced.
- Herzberg's Theory divides factors into "hygiene" (basic needs) and "motivators" (job satisfaction drivers).
Factors Influencing Job Satisfaction
- Interesting jobs that provide training, variety, and control tend to satisfy employees.
- Job conditions, such as feedback and social support, significantly impact satisfaction regardless of job characteristics.
- Employee engagement is notably high at organizations like Baptist Health of South Florida, where commitment to patient care enhances satisfaction.
Pay and Personality's Role
- Pay contributes to job satisfaction but its impact diminishes past a comfortable living standard; seen as a reflection of worth.
- Fringe benefits are influential, but often undervalued due to lack of employee awareness.
- Individuals with positive core self-evaluations (CSEs) and an internal locus of control are generally more satisfied at work.
Supervisory Influence
- Two key supervisory dimensions for satisfaction include employee-centeredness and participatory decision-making.
- Supervisors' genuine interest in employees enhances satisfaction levels.
Measuring Job Satisfaction
- Two primary methods exist for measuring satisfaction: single global rating and summation of job facets.
- The single global rating involves one question rated on a scale, while summation assesses various job characteristics for a comprehensive score.
Outcomes of Job Satisfaction
- Happy workers show increased productivity and higher rates of organizational citizenship behavior (OCB).
- Satisfied employees enhance customer satisfaction and loyalty while preventing Counterproductive Work Behaviors (CWBs).
- Negative behaviors in the workplace, like employee theft, have a significant impact on organizational performance, often outweighing positive behaviors.
Managing Counterproductive Work Behaviors (CWBs)
- Recruitment strategies focusing on personality traits can mitigate CWBs.
- Common screening methods include integrity tests and cognitive ability assessments to identify potential misfits before hiring.
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Description
Test your knowledge of job attitudes, satisfaction, and CWPBs. Learn about attitude formation, emotional challenges, and the impact of coworker discussions on employee attitudes.
