Here is a summary of problem 6, block 1.7. It has been edited after the post discussion so only relevant information is included. All sources and materials are included in the summaries. My average was a 7.5.
Job Satisfaction
Job satisfaction- how people feel about their jobs, as well as various aspects of
the job.
- Global- overall feeling toward a job
- Facets- satisfaction with different aspects of the job e.g. pay, promotion, co-
workers, security etc.
Culture:
- Satisfaction is highest in Scandinavia and lowest in eastern Europe
- Individualism/collectivism -> satisfaction with social aspects of work
- Collectivist countries -> more satisfied with co-workers than individualist cultures
Assessment of job satisfaction
1. Job descriptive index (JDI) – 5 facets of job satisfaction are measured
- Work
- Supervision
- pay
- promotion opportunities
- co-workers
each item is an ajective or short phrase that is descriprive of the job. Possible
options are ‘yes’, ‘uncertain’ and ‘no’
◊ most thoroughly validated and most popular with researchers
◊ can only 5 facets encompass all aspects of job satisfaction?
2. Minnesota satisfaction questionnaire (MSQ)- items ask about 20 facets of job
satisfaction
2 versions- long (100 items) and short (20 items)
Long- measures all 20 facets individually
Short- measures global (intrinsic and extrinsic) satisfaction
Intrinsic- satisfaction with the nature of the task itself; how people actually feel
Extrinsic- satisfaction with other aspects of work e.g. benefits and pay
◊ How do you classify items as intrinsic and extrinsic?
◊ Good reliability and evidence for validity
3. Job in general scale (JIG)- scale of global job satisfaction (does not reflect facets)
◊ Presumes all facets have been assessed and that each facet makes an equal
contribution to global satisfaction -> unlikely that each facet has the same
importance to every individual
◊ Facets often correlate well with overall job satisfaction
Environmental antecedents of job satisfaction
Job characteristics (hackman & Oldham’s theory):
a. Skill variety
b. Task identity
c. Task significance
d. Autonomy
e. Task feedback
- These factors together combine into the job scope/complexity
, Job Satisfaction
- The higher the job scope, the higher the job satisfaction -> 0.45 correlation
◊ Assessed with questionnaires given to the employees (like job -> positive description
-> report + scope) = bidirectionality problem
◊ Quasi experimental studies -> increasing levels of core characteristics results in
increased job satisfaction
◊ BUT the effect is short-lived, and one gets used to job changes -> job satisfaction at
the baseline level
Pay- associated to some extent to global satisfaction but is more related to the facet
pay satisfaction -> it is the fairness with which pay is distributed that is a more
important determinant of pay satisfaction than the actual level of pay itself
- Hypothesis- if you compare the pay and pay satisfaction of people across
different jobs you will find little or no correlation
- Hypothesis 2- people who all do the same job make more money and thus are
more satisfied
◊ Research support from 2 studies. Support that distributive and procedural justice are
strongly correlated with pay satisfaction
Justice
- Pay satisfaction -> distributive justice has a larger correlation than procedural
justice
- Supervision satisfaction -> procedural justice is more important than distributive
justice
Personal antecedents of job satisfaction
Personality
- High negative affectivity -> perceives everything negatively regardless of actual
conditions -> low job satisfaction (correlation of -0.27)
- External locus of control -> perception that one cannot control rewards
(fate/luck) -> low job satisfaction
- Low neuroticism and high extraversion lead to higher job satisfaction
Age
- Curvilinear relationship – high job satisfaction before age 30, then drops and
then increases again with age
- Experience and occupation are confounding variables for job satisfaction
Gender
- No differences in job satisfaction between genders
- Women are more easily satisfied with low pay/autonomy jobs
Ethnicity
- Black people are more dissatisfied, but the difference is minimal
Person-job fit (interactionist approach)
Job satisfaction is high if there is a good match between the person and the job
(environment and personality) i.e. if there is a small discrepancy between having and
wanting
Growth need strength (GNS)- the desire for the satisfaction of higher-order needs,
such as autonomy and achievement. The GNS moderates the relationship between
job characteristics and job satisfaction
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