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outcome fairness
refers to the judgment that people make with respect to the outcomes received relative to the outcomes received by other people with whom they identify.
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Procedural justice
is a concept of justice focusing onthe methods used to determine the outcomes received
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Interactional justice
is a concept of justice referringto the interpersonal nature of how the outcomes were implemented (how?)
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Alternative Dispute Resolution
- this form of resolution proceeds through four stages:
- open door policy, peer review, mediation, and arbitration
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Progression of withdrawal
- is a theory that dissatisfied individuals enact a set of behaviors in succession to avoid their work situation.
- –behavior change
- –physical job withdraw
- –psychological job withdraw
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Three important aspects of job satisfaction are
values, perceptions, and importance
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Three primary aspects of tasks affect job satisfaction:
- the complexity of the task,
- the degree of physical strain and exertion on the job, the ancient offlexibility in where and when the work is done,
- and the value the employee putson the task
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Job Dissatisfaction
- Unsafe Working Conditions,
- Personal Disposition,
- task complexity,
- co‑workers and supervisors,
- and pay satisfaction
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Pay structure
refers to the relative pay of different jobs (job structure) and how much they are paid (pay structure).
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Pay level
is the average pay in organizations, including wages, salaries, and bonuses.
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Job structure
is the relative pay of jobs in organizations (i.e., the range of pay often expressed by salary grades).
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Nonkey jobs
are unique to organizations and cannot be directly valued or compared through the use of market surveys
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Key jobs
are benchmark jobs that have relatively stable content and are common to many organizations so that market‑pay survey data can be obtained.
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•Rate
- ranges refer to different employees in the same job
- that may have different pay rates.
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