Ch 3 - Values Attitudes Moods and Emotions

One's personal convictions about what one should strive for in life and how one should behave

An employees's personal convictions about what outcomes one should expect from work and how one should behave at work

Work values that are related to work itself

Work values that are related to the consequences of work

One's personal convictions about what is right and wrong

Values that should dictate that decisions should be made that generate the greatest good for the greatest number of people

Values that dictate that decisions should be made in ways that protect the fundamental rights and priveleges of people affected by the decisions

Values that dictate that decisions should be made in ways that allocate benefit and harm among those affected by the decisions in a fair, equitable, or impartial manner

Set of formal rules and standards, based on ethical values and beliefs about what is right and wrong, that employees can use to make appropriate decisions when the interests of other individuals or groups are at stake

A person who informs people in positions of authority and/or the public of instances of wrongdoing, illegal behavior, or unethical behavior in an organization

Collections of feelings, beliefs, and thoughts about how to behave in one's job and organization

The collection of feelings and beliefs that people have about their current jobs

The collection of feelings and beliefs that people have about their organizations as a whole

How people feel at the time they actually perform their jobs

Rude interpersonal behaviors reflective of a lack of regard and respect for others

Intense short-lived feelings that are linked to a specific cause or antecendent

The work that employees perform to control their experience and expression of moods and emotions on the job

An internal state that exists when employees are expected to express feelings that are at odds with how the employees are actually feeling

An expression of confidence in another person or group of people that you will not be put at risk, harm, or injured by their actions

The work itself, working conditions, and all other aspects of the job and the employing organization

The influence that individuals or groups have on a person's attitudes and behavior

One of numerous components of a job

Focuses primarily on work situation factors by breaking a job into its component elements, or job facets, and looking at how satisfied employees are with each facet

• When motivator needs are met, employees will be satisfied; when these needs are not met, employees will not be satisfied
• When hygiene needs are met, employees will not be dissatisfied; when these needs are not met, employees will be dissatisfied

Associated with the actual work itself and how challenging it is.

Associated with the physical and psychological context in which the work is performed.

• To determine how satisfied they are with their jobs, employees compare their job to some ideal job.
• When expectations of their ideal job are not met at their current job, they will be dissatisfied

• Suggests that each employee has a typical, or characteristic, level of job satisfaction, called the steady state or equilibrium level.
• The employee will return eventually to his or her equilibrium level.

No

Employees how are satisfied with their jobs are somewhat less likely to be absent

The permanent withdrawal of an employee from the employing organization

Behavior that is not required but is necessary for organizational survival and effectiveness

How happy, healthy, and prosperous employees are

The commitment that exists when employees are happy to be members of an organization

The commitment that exists when it is very costly for employees to leave an organization