Employee Satisfaction

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

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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

Employee Satisfaction
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?
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??
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?
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)
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
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
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)
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?
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
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”
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
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??
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
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
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
How Can We Measure Job Satisfaction?  Minnesota Satisfaction Questionnaire  Faces Scale  Job Descriptive Index  Job In General Scale  CustomDesigned Scales (but beware…)
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??
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