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Chapter 9

Attitudes, Emotions, & Work

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Module 9.1: Job Satisfaction

• Job satisfaction– Positive attitude or emotional state

resulting from appraisal of one’s job

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Job Satisfaction – Brief History

• Early period of job satisfaction research• Found both job-related & individual

difference variables might influence job satisfaction

• Hawthorne effect– Change in behavior or attitudes that was the

simple result of increased attention

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History: An evolution

• Porter & Lawler proposed overall job satisfaction was result of various calculations individuals made regarding what they believed they deserved from their job

• Included elements of VIE & equity theory

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Model of Determinants of Satisfaction

Figure 9.1 Model of the Determinantsof SatisfactionSource: Lawler (1973).

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An Evolution (cont'd)

• Value theory (Locke, 1976)– Relative importance of particular job aspect to a

given worker influenced range of that worker’s response to it

• Opponent process theory (Landy, 1978)– Every emotional reaction is accompanied by an

opposing emotional reaction

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Relation b/w High Performance Work Practices and Job Sat.

Figure 9.2

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Presumed Antecedents, Correlates, & Consequences of Job Satisfaction

Figure 9.3

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Measurement of Job Satisfaction Overall vs. Facet Satisfaction

• Overall satisfaction• Results either from mathematically

combining scores based on satisfaction or a single overall evaluative rating of the job

• Facet satisfaction• Information related to specific elements of

job satisfaction

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Faces Scale

Figure 9.4

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Satisfaction Questionnaires

• Job Descriptive Index (JDI)• Assesses satisfaction with work itself, supervision,

people, pay, & promotion• Heavily researched but tends to be lengthy

• Minnesota Satisfaction Questionnaire (MSQ)• Calculates “extrinsic” & “intrinsic” satisfaction scores

• Job Satisfaction Scale (JSS) Spector• Nine facets

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Module 9.2: Moods, Emotions, Attitudes, & Behavior

• Alternative forms of work satisfaction– Progressive work satisfaction– Stabilized work satisfaction– Resigned work satisfaction– Pseudo-work satisfaction– Constructive work dissatisfaction– Fixated work dissatisfaction

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Alternative Forms of Satisfaction (cont'd)

• Resigned work satisfaction & constructive work dissatisfaction are most salient for organizations

• Those 2 dimensions are most appropriate to concentrate on in any attempts at organizational change

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Different Forms of Work Satisfaction and Dissatisfaction

Figure 9.5

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Satisfaction vs. Mood vs. Emotion

• Mood– Generalized feeling not identified with a

particular stimulus & not sufficiently intense to interrupt ongoing thought processes

• Emotion– Normally associated with specific events or

occurrences that are intense enough to disrupt thought processes

– ? Which is more enduring?

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Distinctions AmongEmotional Constructs

Figure 9.5Distinctions AmongEmotional ConstructsSource: Adapted fromWeiss (2002).

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Affect Circumplex

Figure 9.6Affect CircumplexSource: Adapted from Weiss (2002).

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Emotion (cont'd)

• Process emotions– Result from consideration of tasks one is

currently doing• Prospective emotions

– Result from consideration of tasks one anticipates doing

• Retrospective emotions– Result from consideration of tasks one has

already completed

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Dispositions & Affectivity

• Negative affectivity (NA)– Often referred to as neuroticism– Individuals prone to experience diverse array of

negative mood states

• Positive affectivity (PA)– Often referred to as extraversion– Individuals prone to describe themselves as cheerful,

enthusiastic, confident, active, & energetic

• Personality characteristics likely to influence moods, but not necessarily discrete emotions

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Genetics & Job Satisfaction

• In a 1986 study, disposition in adolescence predicted job satisfaction as long as 50 years later

• Considerably more research is necessary

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Core Evaluations

• Assessments individuals make of their circumstances

• Include self-esteem, self-efficacy, & LOCHow do they differ?

• Have effects on both job & life satisfaction

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Elements of Core Evaluations

Figure 9.8

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Concept of Commitment

Psychological & emotional attachment an individual feels to a relationship,

organization, goal, or occupation

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Forms of Commitment

• Affective commitment– Emotional attachment to an organization

• Continuance commitment– Perceived cost of leaving the organization

• Normative commitment– Obligation to remain in the organization

• Which is most important for work motivation? Why?

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Two Models of Commitment

Figure 9.9

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Individual Difference Variables & Commitment

• Absenteeism & turnover can only be understood when considering multiple forms of commitment & multiple foundations for those commitments

– Why do you think that job satisfaction is not a very good predictor of absenteeism and turnover?

• Job imbeddedness

• Hobo syndrome

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Expanded Model of Identification

Figure 9.10

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Graphic Scale of Identification

Figure 9.11

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Withdrawal Behaviors

• Work withdrawal– Attempt to withdraw from work but maintain

ties to organization & work role (includes lateness & absenteeism)

• Job withdrawal– Willingness to sever ties to organization &

work role (includes intentions to quit or retire)

• Progression hypothesis

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Module 9.3: Related Topics

• Job loss– Reduces income & daily variety– Suspension of typical goal setting guiding day-

to-day activity– Fewer decisions to make– New skills not developed & old skills atrophy– Social relationships can change radically

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Telecommuting

• Accomplishing work tasks from distant location using electronic communications

• # telecommuters will continue to rise

• For many telecommuters, strategic planning skills & self-reported productivity increase

• Higher satisfaction also reported

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Telecommuting (cont’d)

• Possible negative effects– Worker alienation

– Loss of important sense of identity

– Promotion less likely

– Rapid disillusionment with lack of promotional opportunities

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Work-Family Balance

• Research investigating whether satisfaction one experiences at work is in part affected by satisfaction one experiences in non-work & vice versa

• Negative influences on work-family balance– Electronically enhanced communications

– Prevalence of multiple rolesPhotoDisc/Getty Images

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Work-Related Attitudes & Emotions From Cross-Cultural Perspective

• Individualism & job satisfaction “+” correlated in some cultures, while collectivism & job satisfaction “+” correlated in other cultures

• Degree of “fit” related to emotional reactions to work & subsequent work behaviors– Important for multinational organizations to

consider

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Possible Connection Between Motivation & Emotion

• People motivated to engage in activities that have some level of unpredictability in order to have some sort of emotional experience

• People seek positive emotional experiences & set reasonably difficult goals that are likely achievable