Session 3: Values and Emotions in Organizations
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Questions and Answers

Values are one's personal convictions about what one should strive for in life and how one should behave.

True

Which of the following are types of work values?

  • Justice Values
  • Moral Rights Values
  • Intrinsic Work Values (correct)
  • Utilitarian Values
  • Extrinsic Work Values (correct)

    • What are the determinants of job satisfaction?

  • Values (correct)
  • Personality (correct)
  • Work Situation (correct)
  • Social Influence (correct)

    • Which of the following is NOT a factor that contributes to job satisfaction?

    <p>Personal Beliefs</p> Signup and view all the answers

    Which of the following is NOT a theory of job satisfaction?

    <p>The Equity Theory</p> Signup and view all the answers

    What are the two types of commitment within organizational commitment?

    <p>Affective commitment and continuance commitment.</p> Signup and view all the answers

    Which of the following is considered a withdrawal behavior?

    <p>Absenteeism</p> Signup and view all the answers

    Job involvement is the extent to which employees are cognitively engaged in their jobs.

    <p>True</p> Signup and view all the answers

    What is the term for an individual whose high drive to work and high job involvement become so intense that they result in work-life imbalance issues?

    <p>Workaholic</p> Signup and view all the answers

    Perceived organizational support (POS) refers to employees' global beliefs about the extent to which the organization values and cares about them.

    <p>True</p> Signup and view all the answers

    The Theory of Planned Behaviour was developed from an earlier model called the Theory of Reasoned Action?

    <p>True</p> Signup and view all the answers

    Which of the following is NOT a determining factor of work moods?

    <p>Skills and Abilities</p> Signup and view all the answers

    Which of the following is an example of a negative work mood?

    <p>Distressed</p> Signup and view all the answers

    Emotions are intense, short-lived feelings that are linked to a specific cause or antecedent.

    <p>True</p> Signup and view all the answers

    Emotional labor involves managing and suppressing emotions to meet job requirements.

    <p>True</p> Signup and view all the answers

    Values are the most stable aspect discussed in the chapter?

    <p>True</p> Signup and view all the answers

    Match the ethical values with their descriptions:

    <p>Utilitarian Values = Decisions should be made to protect fundamental rights and privileges. Moral Rights Values = Decisions should be made in a way that distributes benefit and harm fairly. Justice Values = Decisions should be made to generate the greatest good for the greatest number of people.</p> Signup and view all the answers

    Study Notes

    Session 3: Values, Attitudes, Moods, and Emotions

    • The session covers values, attitudes, moods, and emotions in organizational behavior.

    • Learning objectives include describing work and ethical values, understanding the importance of employee moods and emotions, and appreciating emotional labor.

    • Learning objectives also include describing the nature, causes, theories, and consequences of job satisfaction.

    • Values are personal convictions about how to behave in life.

    • Work values are categorized as intrinsic (interesting work, challenging work, learning new things, making contributions, responsibility, autonomy, being creative) and extrinsic (high pay, job security, job benefits, status, social contacts, time with family, time for hobbies).

    • Ethical values include utilitarian (greatest good for most people), moral rights (protecting fundamental rights), and justice (fair allocation of benefit/harm).

    • A code of ethics is a set of formal rules based on ethical values that employees use for making decisions.

    • Whistleblowers inform authorities about wrongdoing, illegal behavior, or unethical behavior in organizations.

    • Work attitudes are feelings, beliefs, and thoughts about jobs and organizations.

    • Job satisfaction has components: affective (emotional attachment), cognitive (beliefs), and behavioral (actions).

    • Determinants of job satisfaction include: personality (extraverts tend to have higher levels), values (intrinsic values drive satisfaction despite poor pay/long hours), work situation (tasks, people, surroundings, treatment by organization), and social influence (coworkers, family, reference groups, culture).

    • Theories of job satisfaction include: facet model (ability utilization, achievement, activity, advancement, authority, company policies, coworkers, compensation, creativity, independence, moral values, recognition, responsibility, security, social service, social status, technical supervision, variety, working conditions), Herzberg's motivator-hygiene theory (motivator needs must be met for satisfaction; hygiene needs must be met to avoid dissatisfaction), and the discrepancy model.

    • Consequences of job satisfaction/dissatisfaction include performance, absenteeism, turnover, withdrawal behaviors (absenteeism, tardiness, turnover), and counterproductive work behaviors (CWBs) such as arson, blackmail, bribery, sabotage, theft, fraud, psychological withdrawal, interpersonal violence, absence.

    • The attendance model links job satisfaction to attendance motivation, ability to attend, and pressure to attend.

    • The modified model of turnover links job satisfaction to thoughts of quitting, attitude about quitting, job search, and comparison of alternatives.

    • Work moods are transitory feelings during work.

    • Determining factors of moods include personality, work situations, and circumstances outside of work.

    • Emotions are intense, short-lived feelings linked to antecedents.

    • Emotional labor involves displaying specific emotions at work regardless of personal feelings.

    • Emotional labor has separate feeling and expression rules, indicating the need to manage displayed emotions per organizational display rules.

    • Attitudes, intentions, and behaviors are linked.

    • The theory of planned behavior is a model that explains how attitudes, subjective norms, and perceived behavioral control impact intentions and behaviors.

    • Perceived organizational support (POS) is employees' belief that the organization values them.

    • POS relates positively to affective commitment, trust, job satisfaction, and negatively to burnout and turnover intentions; it potentially increases organizational citizenship behaviors.

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    Session 3 - Values, Attitudes, Moods and Emotions PDF

    Description

    This quiz explores key concepts of values, attitudes, moods, and emotions within the context of organizational behavior. Participants will learn about work and ethical values, the significance of employee emotions, and the dynamics of job satisfaction. Understanding these elements is crucial for fostering a healthy workplace culture.

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