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Questions and Answers
What does the compensatory forms model indicate about withdrawal behaviors?
What does the compensatory forms model indicate about withdrawal behaviors?
Which type of psychological contract focuses on broad, open-ended obligations?
Which type of psychological contract focuses on broad, open-ended obligations?
What is the term for employee beliefs about what they owe the organization?
What is the term for employee beliefs about what they owe the organization?
At which level does self-concept include viewing oneself in terms of personal traits?
At which level does self-concept include viewing oneself in terms of personal traits?
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How is the clarity of self-concept defined?
How is the clarity of self-concept defined?
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What does self-enhancement refer to in self-concept?
What does self-enhancement refer to in self-concept?
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Which of the following describes high consistency in self-concept?
Which of the following describes high consistency in self-concept?
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What is the motivation behind individuals seeking to increase their self-complexity?
What is the motivation behind individuals seeking to increase their self-complexity?
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What primarily motivates affective commitment in employees?
What primarily motivates affective commitment in employees?
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Which model suggests that employees with fewer bonds with co-workers are likely to quit the organization?
Which model suggests that employees with fewer bonds with co-workers are likely to quit the organization?
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What is a primary characteristic of continuance commitment?
What is a primary characteristic of continuance commitment?
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Which statement best describes withdrawal behavior?
Which statement best describes withdrawal behavior?
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Affective commitment is most strongly related to which of the following?
Affective commitment is most strongly related to which of the following?
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What can increase an employee's continuance commitment?
What can increase an employee's continuance commitment?
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The focus of commitment can include which of the following?
The focus of commitment can include which of the following?
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What does the Social Influence Model suggest about employees' likelihood to leave an organization?
What does the Social Influence Model suggest about employees' likelihood to leave an organization?
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What does the value-percept theory suggest about job satisfaction?
What does the value-percept theory suggest about job satisfaction?
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Which of the following is NOT one of the 'critical psychological states' that make work satisfying?
Which of the following is NOT one of the 'critical psychological states' that make work satisfying?
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Which core characteristic of Job Characteristics Theory pertains to how diverse a job’s activities are?
Which core characteristic of Job Characteristics Theory pertains to how diverse a job’s activities are?
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What is the primary purpose of job enrichment?
What is the primary purpose of job enrichment?
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What is 'growth need strength' in the context of job satisfaction?
What is 'growth need strength' in the context of job satisfaction?
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Which aspect of job satisfaction involves an employee's feelings about how promotions are managed?
Which aspect of job satisfaction involves an employee's feelings about how promotions are managed?
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What does 'job crafting' refer to?
What does 'job crafting' refer to?
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How is dissatisfaction calculated according to the value-percept theory?
How is dissatisfaction calculated according to the value-percept theory?
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What contributes to self-efficacy according to the factors shaping expectancy?
What contributes to self-efficacy according to the factors shaping expectancy?
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Which of the following best defines instrumentality in the context of motivation?
Which of the following best defines instrumentality in the context of motivation?
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Which need is associated with autonomy and responsibility?
Which need is associated with autonomy and responsibility?
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What is the primary focus of Goal Setting Theory?
What is the primary focus of Goal Setting Theory?
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How can financial incentives affect motivation?
How can financial incentives affect motivation?
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Which outcome is considered 'positively valenced'?
Which outcome is considered 'positively valenced'?
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What does intrinsic motivation primarily depend on?
What does intrinsic motivation primarily depend on?
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Which factor is NOT a component of the expectancy theory?
Which factor is NOT a component of the expectancy theory?
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What is one of the main outcomes of specific and difficult goals?
What is one of the main outcomes of specific and difficult goals?
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Which of the following is NOT a strategy for fostering goal commitment?
Which of the following is NOT a strategy for fostering goal commitment?
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What does S.M.A.R.T. stand for in goal setting?
What does S.M.A.R.T. stand for in goal setting?
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How do employees evaluate their job inputs according to Equity Theory?
How do employees evaluate their job inputs according to Equity Theory?
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What does equity distress refer to?
What does equity distress refer to?
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What role does feedback play in goal commitment?
What role does feedback play in goal commitment?
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Which of the following is NOT included in the inputs employees consider in Equity Theory?
Which of the following is NOT included in the inputs employees consider in Equity Theory?
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What contributes to the persistence of effort in task performance?
What contributes to the persistence of effort in task performance?
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Study Notes
Organizational Commitment
- Organizational Commitment: An employee's desire to stay with their company.
- Withdrawal Behavior: Actions taken by employees to avoid work situations, ultimately leading to quitting.
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Forms of Commitment:
- Affective Commitment: Staying because you want to. Feeling a sense of emotional attachment to the company based on aligning with its values and goals.
- Continuance Commitment: Staying because you need to. Staying for reasons like investment in the job, lack of other possibilities, or due to the costs associated with leaving.
- Transactional Contracts: Psychological contracts focused solely on monetary obligations.
- Relational Contracts: Psychological contracts that focus on open-ended and subjective obligations.
- Perceived Organizational Support: The belief of an employee that their company values their contribution and well-being.
Self-Concept
- Self-Concept: An individual's self-beliefs and self-evaluations, encompassing the current self and the desired ideal self.
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Self-Concept Levels:
- Individual: Personal traits.
- Relational: Connections with others.
- Collective: Membership in teams or organizations.
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Self-Concept Characteristics:
- Complexity: The number of distinct and important roles an individual identifies with.
- Consistency: Alignment of self-views in terms of personality traits and values.
- Clarity: The degree to which an individual's self-concept is clear, defined, and stable.
- Self-Enhancement: Individuals tend to perceive themselves as above average.
Values
- Values: Things people consciously or unconsciously seek or strive for.
- Value-Percept Theory: Job satisfaction is determined by the perceived gap between the values received from a job and the values desired by the employee.
- Dissatisfaction: (Values Desired - Values Received) * Importance of Value
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Job Satisfaction Factors:
- Pay Satisfaction
- Promotion Satisfaction
- Supervision Satisfaction
- Co-worker Satisfaction
- Satisfaction with the Work Itself
Satisfaction with the Work Itself
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Critical Psychological States:
- Meaningfulness of Work: The perceived importance of tasks, aligning with personal beliefs.
- Responsibility for Outcomes: Feeling directly responsible for the quality of work output.
- Knowledge of Results: Awareness of work performance, both positive and negative.
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Job Characteristics Theory: Combines five core job characteristics to create high levels of satisfaction:
- Variety (different activities and skills)
- Identity (completing a whole piece of work)
- Significance (meaningful impact on society)
- Autonomy (freedom and discretion)
- Feedback (knowledge of results)
- Job Enrichment: Expanding job duties to increase the level of core job characteristics.
- Job Crafting: Proactively shaping and redefining one's own job.
- Effort -> Performance -> Outcomes (Valence): Important for Motivation
Expectancy Theory
- Expectancy: Belief in the ability to perform a task.
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Factors Influencing Expectancy:
- Self-Efficacy: Belief in one's capabilities
- Past Accomplishments: Success or failure in similar tasks.
- Vicarious Experience: Observing others.
- Verbal Persuasion: Encouragement.
- Emotional Cues
- Task Requirements Analysis
- Assessment of Personal and Situational Resources
- Instrumentality: Belief that successful performance leads to specific outcomes.
- Valence: The anticipation of the value of outcomes associated with successful performance.
Needs Based Theories
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Common Needs in OB:
- Existence: Physiological and safety needs.
- Relatedness: Love and belonging.
- Control: Autonomy and responsibility.
- Esteem: Self-regard and growth.
- Meaning: Self-actualization.
Motivation
- Extrinsic Motivation: Desire to work due to external factors like pay, bonuses, or benefits.
- Intrinsic Motivation: Desire to work based on enjoyment, accomplishment, or learning.
- Financial Incentives: Can have a strong impact on motivation due to their relevance to various needs.
- Meaning of Money: The symbolic value of money beyond its financial aspect.
Goal Setting Theory
- Goal Setting Theory: Views goals as the primary drivers of effort.
- Specific and Difficult Goals: Stretching employees to reach maximum performance while still attainable.
- Self-Set Goals: Internalized goals that employees use for self-monitoring.
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Moderators:
- Feedback
- Task Complexity
- Goal Commitment
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Strategies for Fostering Goal Commitment:
- Rewards
- Publicity
- Support
- Participation
- Resources
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S.M.A.R.T. Goals:
- Specific
- Measurable
- Achievable
- Results-Based
- Time-Sensitive
Equity Theory
- Equity Theory: Employees compare their outcomes relative to their inputs with those of others.
- Equity Distress: Tension caused by feeling over-rewarded or under-rewarded compared to a reference group.
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Description
Explore the key concepts of organizational commitment, including affective and continuance commitment, as well as withdrawal behavior. Understand the factors that influence employee retention and the types of psychological contracts in the workplace. Test your knowledge on how perceived organizational support affects employee morale.
