Today's Workplace

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9. Job Satisfaction & Organizational Commitment By Emily Gung PSY 5800, Dr. Merwin April 20, 2005 Philosophy is a study that lets us be unhappy more intelligently.

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Defining the nature of work environment we have nowadays

Transcript of Today's Workplace

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9. Job Satisfaction & Organizational Commitment

By Emily GungPSY 5800, Dr. MerwinApril 20, 2005

“Philosophy is a study that lets us be unhappy more intelligently.”

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Job SatisfactionAttitude about the job reflecting the like/dislike for it and various facets.


Pay, Promotion, Fringe Benefits, Supervision, Co-workers, Job Conditions, Nature of the Work Itself, Communication, & Security.

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Overall SatisfactionHow Many People Like Their Job Overall?

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Mean levels of U.S. Satisfaction Job Satisfaction Survey

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Global Satisfaction

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Global Satisfaction by Facet

Facet Dominican Republic

Hong Kong

Jamaica Singapore US

Pay 17.2 15.0 5.8 14.0 11.8

Supervision 20.0 16.0 17.5 13.4 18.6

Fringe Benefits 16.8 14.4 6.1 14.2 14.3

Coworkers 20.0 15.6 17.0 13.4 17.9

Work Itself 22.2 14.9 18.3 17.1 18.9

Total 160.9 133.3 110.0 134.7 133.4

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Ethical Climate inEthical Climate inthe Organizationthe Organization

Values, Motivations, Values, Motivations, & Behaviors of & Behaviors of


Values, Motivations, & Behavior

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Dominant Work Values in Today’s Workforce

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Hofstede’s Framework for Assessing Cultures


A tight social framework in which people expect others in groups of which they are a part to look after them and protect them.


The degree to which people prefer to act as individuals rather than a member of groups.

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MasculinityThe degree to which organizations focus on achievement and job performance, and whose values are characterized by assertiveness, materialism and competition.

FemininityA nurturing social framework in which people value personal goals such as getting along and having a nice & friendly atmosphere.

Hofstede’s Framework for Assessing Cultures

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Hofstede’s Framework for Assessing Cultures

Power Distance

The extent to which a society accepts that power and status differences in institutions and organizations is distributed unequally.High distance: extremely unequal distribution Low distance: relatively equal distribution

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Hofstede’s Framework for Assessing Cultures

Uncertainty Avoidance

The extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.

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• Individual / Collectivism • Masculinity• Uncertainty Avoidance• Power Distance• Gender Differentiation • Assertiveness• Future Orientation• In-group collectivism• Performance orientation• Humane orientation

The GLOBE Framework

for Assessing


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Assessment of Job Satisfaction

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Causes of Job Satisfaction

Personality (e.g., Positive

Affect trait)

Environment (eg. obj. characteristics

of job)

Subjective interpretation of job environment

Job Satisfaction

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Environment: Job Characteristics Theory

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Family Values

Value Similarity

Work Values

Value Congruenc


Work/Family Conflict

Value Attainment

Job and Life


General Life Values

Environment: Work – Family Conflict

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GNS Moderation

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Personality: The Big 5 Traits

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•Living with change•Creative thinking•Managing change





•Understanding yourself and others•Interpersonal communication•Developing subordinates

ExternalInternal•Receiving and organizing info•Evaluating routine info•Responding to routine info


•Team building•Participative decision making•Conflict management

•Personal productivity and motivation•Motivating others•Time and stress management

•Taking initiative•Goal setting•Delegating effectively


•Building and maintaining a power base•Negotiating agreement and commitment•Negotiating and selling ideas

Personality: Locus of Control

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Personality: Age

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Personality: Cultural & Ethnic Differences

What kinds of workers What kinds of workers tend to be more satisfied?tend to be more satisfied?

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Ice Breaker

1. List top 5 Job Satisfiers2. Circle the top 3 & Eliminate the least 2 priorities3. Prioritize the top 34. Eliminate the “Important” priority5. Eliminate the “Very Important” priority6. Eliminate the “Critically Important” priority

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Would you quit?

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Potential Effects

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Potential Effects: Turnover

Activity Cost

Newspaper ads $8,000

Search firm fees $10,000

Interview costs $4,000

Managerial time $4,000

Work put on hold $2,000

Overload on team $4,000

Training for new employee


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Potential Effects: Turnover con’t

Activity Cost

Lost contracts, customers, and or accounts


Lowered office morale


Loss of other employees


Signing bonus & other perks


Relocation expense $7,000

The Final Tab $64,000

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Organizational Commitment

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•Job Conditions

•Met Expectations

•Benefits Accrued

•Job Availability

•Job Security

•Personal Mobility

•Personal Values

•Felt Obligations

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Today’s Workplace