PYC4810
ASSIGNMENT 1 2025
UNIQUE NO. 705767
DUE DATE: 15 MAY 2025
,
, PYC4810
Assignment 1 2025
Unique Number: 705767
Due Date: 15 May 2025
Psychology of Work
1. Use of Value Theory of Job Satisfaction to Understand Employees’
Unhappiness
The Value Theory of Job Satisfaction (Locke, 1976) posits that job satisfaction is
determined by the extent to which an individual’s job outcomes align with their personal
values. Employees experience dissatisfaction when there is a gap between what they
value in a job (e.g., salary, work-life balance, recognition) and what they actually
receive. This theory is crucial in investigating employees' unhappiness as it provides a
structured approach to identifying specific unmet needs that lead to dissatisfaction.
1. Alignment of Job Outcomes with Employee Values
Employees derive satisfaction when their job fulfills their intrinsic and extrinsic
values. For instance, if an employee values autonomy but faces excessive
micromanagement, dissatisfaction may arise (Judge et al., 2017). This
misalignment helps explain unhappiness among workers.
2. Individual Differences in Job Satisfaction
The Value Theory highlights that different employees prioritize different job
attributes. Some may value career growth while others prioritize a supportive
work environment. By using this theory, a psychologist can assess which job
aspects employees find lacking, rather than assuming a one-size-fits-all
approach (Diener et al., 2018).
3. Practical Implications for Organizational Interventions
Identifying discrepancies between employees’ values and job conditions allows
ASSIGNMENT 1 2025
UNIQUE NO. 705767
DUE DATE: 15 MAY 2025
,
, PYC4810
Assignment 1 2025
Unique Number: 705767
Due Date: 15 May 2025
Psychology of Work
1. Use of Value Theory of Job Satisfaction to Understand Employees’
Unhappiness
The Value Theory of Job Satisfaction (Locke, 1976) posits that job satisfaction is
determined by the extent to which an individual’s job outcomes align with their personal
values. Employees experience dissatisfaction when there is a gap between what they
value in a job (e.g., salary, work-life balance, recognition) and what they actually
receive. This theory is crucial in investigating employees' unhappiness as it provides a
structured approach to identifying specific unmet needs that lead to dissatisfaction.
1. Alignment of Job Outcomes with Employee Values
Employees derive satisfaction when their job fulfills their intrinsic and extrinsic
values. For instance, if an employee values autonomy but faces excessive
micromanagement, dissatisfaction may arise (Judge et al., 2017). This
misalignment helps explain unhappiness among workers.
2. Individual Differences in Job Satisfaction
The Value Theory highlights that different employees prioritize different job
attributes. Some may value career growth while others prioritize a supportive
work environment. By using this theory, a psychologist can assess which job
aspects employees find lacking, rather than assuming a one-size-fits-all
approach (Diener et al., 2018).
3. Practical Implications for Organizational Interventions
Identifying discrepancies between employees’ values and job conditions allows
