Job Satisfaction & Commitment
The attitude an employee has toward her job
Positive? Negative?
Organizational Commitment
The extent to which an employee identifies with and is
Job Satisfaction & Commitment
Satisfied employees
committed to organization
To attend work To stay with an organization
To arrive at work on time
To perform well
Job Satisfaction & Commitment
Many factors affecting work behavior
Complexity of the job Level of job satisfaction
Work-related attitude are multi-faceted
Satisfied with one facet, not with another e.g. pay, supervision, co-workers, work, promotion
Motivational Facets to
Organizational Commitment
Affective commitment
Wants to remain with the organization, cares about the
organization and is willing to exert effort on its behalf
Continuance commitment
Remain with the organization due to time, expense &
effort – already invested or in finding another job
Normative commitment
Must remain with the organization because of the
Individual Differences
Due to an individual‟s personal tendency across
situations to enjoy what she does
Genetic predisposition twin studies
Types of personalities
Emotional stability Self-esteem
Self-efficacy (perceived ability to master their environment) External locus of control (perceived ability to control their
Individual Differences
Life Satisfaction
Job and other aspects of life consistent
An employee‟s needs can be met in a variety of non
-work activities such as hobbies
An organization should work toward fulfilling those needs
Culture
Different countries
Intelligence
For non-complex job – intelligent employees have lower
Employee‟s Job Expectation
Discrepancy Theory
Expectancy is not met, dissatisfaction
Increased intent to leave the organization
Good „fit‟
Values, interest, personality, lifestyle & skills
Vocation, job, organization, coworkers & supervisor
Rewards, salary & benefits
Enjoyable Tasks
Enjoyable tasks, more motivated
Or salary & bonus?
Enjoyable work with supervisors & coworkers
Higher productivity, lower intent to leave the organization &
a greater willingness to help
Social information processing theory
Modelling social environment
Rewards & Resources
Fair treatment
equity theory
Distributive justice Decided by the organization
Procedural justice
Methods used to make the decision
Interactional justice
In interpersonal treatment
It is essential to be open on how decisions are
Equity
Pay more to those who contribute more?
Perception vs actual Compensation systems should be explained better
Growth & Challenge
Self actualization
Job rotation new task to avoid boredom
Job enlargement more knowledge & tasks
Job enrichment more responsibility by completing
the entire task
Job Diagnostic Survey
Measuring Job Satisfaction &
Commitment
Faces Scale
Job Descriptive Index (JDI)
Minnesota Satisfaction Questionnaire (MSQ)
Job in General Scale
Negative Work Attitudes
Absenteeism
Rewards for Attending
Payment Financial Bonus
Games
Paid Time Off Program / Paid-Leave
Negative Work Attitudes
Absenteeism
Rewards for Attending
Payment Financial Bonus
Games
Paid Time Off Program / Paid-Leave
Disciplines
Clear Policies
Record Keeping
Reducing Employee Stress
Reducing Illness
Turnover
Cost
Reducing Turnover
Find out why? Salary survey
Understand it as a process
Unavoidable Reasons
Advancement
Better pay / career
Unmet Needs
Person/Organization Fit
Escape
Counterproductive Behaviors
Stealing from the company
