The degree to which employees feel a sense of happiness with their lives is referred to as

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Which method of assessing employees job satisfaction is thought to be the most accurate and effective?
What is job satisfaction defined as?
Is the degree to which an individual feels positive or negative about a job?
Which psychological state reflects the degree to which employees feel they are key drivers of the quality of the unit's work?

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Question	Answer
Organizational behavior (OB)	is the field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations.
Human resource management	takes the theories and principles studies in OB and explores the “nuts and bolts” applications of those principles in organizations
. Strategic management	focuses on the product choices and industry’s characteristics that affect an organizations profitability
Industrial and organizational psychology	Job performance and individual characteristics
Social psychology	Satisfaction, emotions, and team processes
Sociology	Team characteristics and organizational structure
Economics	motivation, learning, and decision making
Theory X	controlling employees and holding onto power
Theory Y	involving employees and sharing power
What Makes a Resource Valuable?	Rare (Resources, people), Inimitable (History, Numerous small decisions, Numerous small decisions, socially complex resources)
Method of Experience	People hold firmly to some belief because it is consistent with their own experience and observations.
Method of Intuition	People hold firmly to some belief because it “just stands to reason”—it reason seems obvious or self-evident.
Method of Authority	People hold firmly to some belief because some respected official, agency, or source has said it is so.
Method of Science	people accept some belief because scientific studies have tended to replicate that result using a series of samples, settings and methods
Theory	A collection of assertions—both verbal and symbolic—that specifies how and why variables are related, as well as the conditions under which they should (and should not) be Related
Hypotheses	written prediction that specifies relationships between variables
Data	collection and observation of behaviors and outcomes related to the hypothesis
Verification	use of statistical methods to determine whether or not a hypothesis can be disconfirmed
Correlation (r)	Describes the statistical relationship between two variables. Can be positive or negative and range from 0(no statistical relationship) to ± 1 (a perfect statistical relationship)
Meta-analysis	takes all of the correlations found in studies of a particular relationship and calculates a weighted average (such that correlations based on studies with large samples are weighted more than correlations based on studies with small samples).
Job performance	the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment
A “Good Performer”	Task performance, Citizenship behavior, Counterproductive behavior
Task performance	includes employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces.
Routine task performance	involves well-known responses to demands that occur in a normal, routine, or otherwise predictable way.
Adaptive task performance	or more commonly “adaptability,” involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable.
job analysis	Each activity on this list is rated by “subject matter experts” according to things like the importance and frequency of the activity.
The Occupational Information Network (or O*NET)	is an online database that includes, among other things, the characteristics of most jobs in terms of tasks, behaviors, and the required knowledge, skills, and abilities.
Citizenship Behavior	Voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving the overall quality of the setting in which work takes place.
Interpersonal Citizenship Behavior	Behaviors that benefit coworkers and colleagues and involve assisting, supporting, and developing other organizational members in a way that goes beyond normal job expectations.(Helping, Courtesy, Sportsmanship)
Helping	involves assisting coworkers who have heavy workloads, etc.
Courtesy	refers to keeping coworkers informed about matters that are relevant to them.
Sportsmanship	involves maintaining a good attitude with coworkers even when they have done something annoying.
Organizational Citizenship Behaviors	Behaviors that benefit the larger organization by supporting and defending the company, working to improve its operations, and being especially loyal to it. (Voice, Civic Virtue, Boosterism)
Voice	involves speaking up and offering constructive suggestions for change.
Civic virtue	requires participating in the company’s operations at a deeper than normal level.
Boosterism	means representing the organization in a positive way when out in public, away from the office, and away from work
Counterproductive behaviors	are employee behaviors that intentionally hinder organizational goal accomplishment.
Property deviance	refers to behaviors that harm the organization’s assets and possessions organization s possessions.
Production deviance	is also directed against the organization but focuses specifically on reducing the efficiency of work output.
Political deviance	refers to behaviors that intentionally disadvantage other individuals rather than the larger organization.
Personal aggression	refers to hostile verbal and physical actions directed at other employees.
Property Deviance	Sabatoge and theft
Sabotage	represents the purposeful destruction of physical equipment,organizational processes, or company products
Theft	represents another form of property deviance and can be just as expensive as sabotage (if not more).
Production Deviance	Wasting resources and Substance abuse
Wasting resources	is the most common form of production deviance, when employees use too many materials or too much time to do too little work.
Substance abuse	is the abuse of drugs or alcohol before coming to work or while on the job.
Political Deviance	gossiping and incivility.
Gossiping	is having casual conversations about other people in which the facts are not confirmed as true.
Incivility	represents communication that is rude, impolite, discourteous, and lacking good manners.
Personal Aggression	Harrasment and abuse.
Harassment	occurs when employees are subjected to unwanted physical contact or verbal remarks from a colleague.
Abuse	occurs when an employee is assaulted or endangered in such a way that physical and psychological injuries may occur. Service work
Management by objectives (MBO)	is a management philosophy that bases an employee’s evaluations on whether the employee achieves specific performance goals.
Behaviorally anchored rating scales (BARS)	assess performance by directly assessing job performance behaviors.
The 360 degree feedback	approach involves collecting performance information not just from the supervisor but from anyone else who might have firsthand knowledge about the employee’s performance behaviors.
Organizational commitment	is defined as the desire on the part of an employee to remain a member of the organization. withdrawal behavior
Types of Commitment	Affective commitment, continuance commitment, normative commitment, focus of commitment.
Affective commitment	a desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization.
Continuance commitment	a desire to remain a member of an organization because of an awareness of the costs associated with leaving it.
Normative commitment	a desire to remain a member of an organization due to a feeling of obligation.
Focus of commitment	refers to the various people, places, and things that can inspire a desire to remain a member of an organization
Affective Commitment	Employees who feel a sense of affective commitment identify with the organization, accept that organization’s goals and values and are more willing to exert extra values, effort on behalf of the organization.
erosion model	suggests that employees with fewer bonds will be most likely to quit the organization.
social influence model	suggests that employees who have direct linkages with “leavers” will themselves become more likely to leave.
Continuance Commitment	exists when there is a profit associated with staying and a cost associated with leaving.
Embeddedness	summarizes a person’s links to the organization and the community, his sense of fit with that organization and community and what he community, would have to sacrifice for a job change.
Normative commitment	The sense that people should stay with their current employers may result from personal work philosophies or more general codes of right and wrong developed over the course of their lives.
Withdrawal Behaviors	Exit, Voice, Loyalty, Neglegt
Exit	active, destructive response by which an individual either ends or restricts organizational membership.
Voice	an active, constructive response in which individuals attempt to improve the situation.
Loyalty	a passive, constructive response that maintains public support for the situation while the individual privately hopes for improvement.
Neglect	defined as a passive, destructive response in which interest and effort in the job declines.
Stars	possess high commitment and high performance and are held up as role models for other employees.
Citizens	possess high commitment and low task performance but perform many of the voluntary “extra-role” activities that are needed to make the organization function smoothly.
Lone wolves	possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company.
Apathetics	possess low levels of both organizational commitment and task performance and merely exert the minimum level of effort needed to keep their jobs.
Psychological withdrawal	consists of actions that provide a mental escape from the work environment. Daydreaming
Socializing	verbal chatting about non-work topics that goes on in cubicles and offices or at the mailbox or vending machines.
Looking busy	intentional desire on the part of the employee to look like he or she is working even when not performing work tasks.
Moonlighting	using work time and resources to complete something other than their job duties, such as assignments for another job.
Cyberloafing	using Internet, e-mail, and instant messaging access for their personal enjoyment rather than work duties.
Physical withdrawal	consists of actions that provide a physical escape, whether short term or long term, from the work environment. (Tardiness, Long Breaks, Missing Meetings, Quitting)
Tardiness	the tendency to arrive at work late (or leave work early).
Long breaks	involve longer-than-normal lunches, soda breaks, coffee breaks, and so forth that provide a physical escape from work.
Missing meetings	employees neglect important work functions while away from the office.
Absenteeism	occurs when employees miss an entire day of work.
Quitting	voluntarily leaving the organization
Independent forms model	of withdrawal argues that the various withdrawal behaviors are uncorrelated with one another occur for different reasons and another, reasons, fulfill different needs on the part of employees.
Compensatory forms model	of withdrawal argues that the various withdrawal behaviors negatively correlate with one another—that doing one means another you’re less likely to do another.
Progression model	of withdrawal argues that the various withdrawal behaviors are positively correlated
Job satisfaction	is a pleasurable emotional state resulting from the appraisal of one’s job or job experiences.
Values	are those things that people consciously or subconsciously want to seek or attain.
Value-percept theory	argues that job satisfaction depends on whether you perceive that your job supplies the things that you value. Dissatisfaction
Pay satisfaction	refers to employees’ feelings about their pay, including whether it is as much as they deserve, secure, and adequate for both normal expenses and luxury items
Promotion satisfaction	refers to employees’ feelings about the company’s promotion policies and their execution, including whether promotions are frequent, fair, and based on ability.
Supervision satisfaction	reflects employees’ feelings about their boss, including whether the boss is competent, polite, and a good communicator.
Coworker satisfaction	refers to employees’ feelings about their fellow employees, including whether coworkers are smart, responsible, helpful, fun, and interesting as opposed to lazy, gossipy, unpleasant, and boring.
Satisfaction with the work itself	reflects employees’ feelings about their actual work tasks, including whether those tasks are challenging interesting respected challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable.
Critical Psychological States	Meaningfulness of work, Responsibilities for outcomes, and Knowledge of results.
Meaningfulness of work	reflects the degree to which work tasks are viewed as something that “counts” in the employee’s system of philosophies and beliefs.
Responsibility for outcomes	captures the degree to which employees feel that they are key drivers of the quality of the unit’s work.
Knowledge of results	reflects the extent to which employees know how well they are doing.
Variety	is the degree to which the job requires a number of different activities that involve a number of different skills and talents.
Identity	the degree to which the job requires completing a whole identifiable piece of work from beginning to end with a visible outcome.
Significance	is the degree to which the job has a substantial impact on the lives of other people, particularly people in the world at large.
Autonomy	is the degree to which the job provides freedom, independence, and discretion to the individual performing the work.
Feedback	is the degree to which carrying out the activities required by the job provides the worker with clear information about how well he or she is performing.
Job enrichment	is the process of using the five items in the job characteristics model to create more satisfaction.
Moods	are states of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly directed at or caused by anything.
Emotions	are states of feeling that are often intense, last for only a few minutes, and are clearly directed at (and caused by) someone or some circumstance.
Positive emotions	include joy, pride, relief, hope, love, and compassion.
Negative emotions	include anger, anxiety, fear, guilt, shame, sadness, envy, and disgust.
Emotional labor	is the need to manage emotions to complete job duties successfully.
Emotional contagion	shows that one person can “catch” or “be infected by” the emotions of another person
Life satisfaction	or the degree to which employees feel a sense of happiness with their lives.

Which method of assessing employees job satisfaction is thought to be the most accurate and effective?

Survey. The most accurate method of assessing employee satisfaction is a well-constructed employee satisfaction survey. Employees provide a rating against a series of questions or statements related to their job, supervision and the work environment.

What is job satisfaction defined as?

Job satisfaction is defined as the level of contentment employees feel with their job. This goes beyond their daily duties to cover satisfaction with team members/managers, satisfaction with organizational policies, and the impact of their job on employees' personal lives.

Is the degree to which an individual feels positive or negative about a job?

Job satisfaction is the degree to which an individual feels positive or negative about a job. Organizational commitment is the loyalty of an individual to the organization. Employee engagement is a connection with the organization and passion for one's job.

Which psychological state reflects the degree to which employees feel they are key drivers of the quality of the unit's work?

Satisfaction with the work itself is the single strongest driver of overall job satisfaction. Meaningfulness of work captures the degree to which employees feel that they are key drivers of the quality of the unit's work.

The degree to which employees feel a sense of happiness with their lives is referred to as

Which method of assessing employees job satisfaction is thought to be the most accurate and effective?

What is job satisfaction defined as?

Is the degree to which an individual feels positive or negative about a job?

Which psychological state reflects the degree to which employees feel they are key drivers of the quality of the unit's work?

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