Employee Satisfaction

Chia sẻ: Nguyen Doan Nguyen Nguyen | Ngày: | Loại File: PPT | Số trang:25

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Employee Satisfaction

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QuestionQuestions  What is job satisfaction?  What are some of the benefits of having a satisfied workforce?  What are some of the disadvantages of having a dissatisfied workforce?  What causes employees to be satisfied with their jobs?

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Nội dung Text: Employee Satisfaction

  1. Employee Satisfaction
  2. Questions  What is job satisfaction?  What are some of the benefits of having a  satisfied workforce?  What are some of the disadvantages of  having a dissatisfied workforce?  What causes employees to be satisfied  with their jobs?
  3. What is Job Satisfaction?  An employee’s cognitive and affective  evaluation of his or her job  overall  specific components  pay  promotions  work tasks  coworkers  supervisors  others??
  4. Why Should Organizations  Care?  Organizational Commitment  Job Withdrawal  Turnover and retirement intentions  Work Withdrawal  Behaviors to avoid performing one’s work tasks  Absenteeism and tardiness  Missing meetings  Long/frequent coffee breaks  Unionization Activity  What about Job Performance?
  5. Organizational Commitment  Definition  An acceptance of organizational goals  A willingness to work hard for the organization  The desire to stay with the organization  Research findings (Probst, 2000)  strong correlation with coworker, promotions,  supervisor, and work satisfaction (r ~ .50)  lower with pay (r ~ .18)  strong correlation with overall satisfaction     (r  ~ .70) 
  6. Job Withdrawal  Employee intentions to leave the  organization  Research findings  Moderate relationship between satisfaction  and turnover intentions  Coworker r = ­.30  Pay r = ­.11 (ns)  Promotions r = ­.26  Supervisor r = ­.39  Work r = ­.21
  7. Work Withdrawal  Employee behaviors to avoid work  tasks  Research findings  Weak relationship between satisfaction  and work withdrawal  Coworker r = ­.11 (ns)  Pay r = .03 (ns)  Promotions r = ­.21  Supervisor r = ­.18  Work r = ­.26
  8. Unionization Activity  Strikes, slow­downs, initiation of  unionization  Examples:  Boeing in 1996 (job security)  WSU and UW in 2001 (budget cuts, low  salary, low state emphasis on higher  education)  TAs at UC Santa Cruz (large class sizes)  
  9. What About Job Performance??  Why would we expect a relationship??  Research findings  r = .19  Are happy workers productive workers?  OR    Are productive workers happy workers?
  10. What Causes Job Satisfaction?  Genetic Predisposition  Affective Disposition  Life Satisfaction  Discrepancy Theories  Wants/Values/Expectations vs. Actual  Rewards   Our Outcomes vs. Others Outcomes  Current Job vs. Alternative Jobs vs. Past Jobs
  11. Genetic Predisposition  We’re (dis)satisfied because we are  genetically programmed to be.  Research evidence  Study of twins reared apart   30% of variability in satisfaction accounted  for by genetics (r = .55)  Recommendation  hire applicants with good “job satisfaction  genes”
  12. Quick Quiz The following questions ask about your satisfaction or dissatisfaction with several  things.  Consider each item carefully and enter the response the best represents  your feelings about the item.                                     Dissatisfied           Neutral             Satisfied The way people drive 1 2 3       Telephone service 1 2 3 Public transportation 1 2 3 8 1/2 by 11” paper 1 2 3 Your telephone number 1 2 3 No. 2 pencils 1 2 3 The color of stop signs 1 2 3 Self­service gas stations 1 2 3 The size of refrigerators 1 2 3 The people you know 1 2 3 The highways system 1 2 3
  13. Affective Disposition  Some people complain about everything!  Negative affectivity (NA)  The tendency to experience negative emotions  (distress, agitation, pessimism)  “The gripe scale” / NOSQ  Research evidence  Job satisfaction and NA  r = ­.23 (more NA, less satisfaction)  Job satisfaction and turnover  r = .00 for gripers; r = ­.39 for non­gripers  Recommendations??
  14. work Life Satisfaction non­work family  People happy with life are happy with  work.  Spillover effect between life and work  Organizational implications regarding:  flexible work hours  work­family conflict  on­site daycare
  15. Herzberg’s Two­Factor Theory  Certain things are necessary, but not  sufficient, for job satisfaction Challenge Stimulation issatisfaction Satisfaction Independence Motivators Responsibility Variety        ­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­ Pay Security Working Conditions Work Schedule Hygiene factors Supervisors
  16. Thibaut and Kelley’s Model   Comparison of current role outcomes with  past role outcomes and alternative role  outcomes      Past     Alt.    Job        Jobs    Jobs Satisfaction     Turnover  Situation A > > Satisfied Stay  Situation B > < Satisfied Leave  Situation C < > Dissatisfied Stay  Situation D < < Dissatisfied Leave
  17. How Can We Measure  Job Satisfaction?  Minnesota Satisfaction Questionnaire  Faces Scale  Job Descriptive Index  Job In General Scale  Custom­Designed Scales (but  beware…)
  18. Minnesota Satisfaction  Questionnaire (MSQ)  100 items measuring 20 facets of job  satisfaction  Two general factors  Internal vs. External sources of satisfaction  Pros  reliable, valid measure of job satisfaction  Cons  very long  are there really 20 different facets and/or is it  meaningful to have info on each of them??
  19. Faces Scale  Pros  good measure of global job satisfaction  good measure to use when reading ability is  low  Cons  too simplistic  possibly insulting and/or low face validity for  upper­level positions
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