Slide PSI 209 Pertemuan IX
EMPLOYEE SATISTFACTION
& COMMITMENT
Job Satisfaction & Commitment
The attitude an employee has toward her job
Positive?
Negative?
Organizational Commitment
The
extent to which an employee identifies with and is
involved with an organization
Job Satisfaction & Commitment
Satisfied employees committed to organization
To
attend work
To stay with an organization
To arrive at work on time
To perform well
To engage in behaviors helpful to the organization
Job Satisfaction & Commitment
Many factors affecting work behavior
Complexity
of the job
Level of job satisfaction
Work-related attitude are multi-faceted
Satisfied
with one facet, not with another
e.g. pay, supervision, co-workers, work, promotion
opportunities, equipment, facility, worksite &company
policy
Motivational Facets to
Organizational Commitment
Affective commitment
Wants
to remain with the organization, cares about the
organization and is willing to exert effort on its behalf
Continuance commitment
Remain
with the organization due to time, expense &
effort – already invested or in finding another job
Normative commitment
Must
remain with the organization because of the
feeling of obligation to the organization
Individual Differences
Due to an individual‟s personal tendency across
situations to enjoy what she does
predisposition twin studies
Types of personalities
Genetic
Emotional
stability
Self-esteem
Self-efficacy (perceived ability to master their environment)
External locus of control (perceived ability to control their
environment)
Individual Differences
Life Satisfaction
and other aspects of life consistent
An employee‟s needs can be met in a variety of nonwork activities such as hobbies
Job
An
organization should work toward fulfilling those needs
Culture
Different
countries
Intelligence
non-complex job – intelligent employees have lower
job satisfaction
For
Employee‟s Job Expectation
Discrepancy Theory
Expectancy
is not met, dissatisfaction
Increased intent to leave the organization
Good „fit‟
Values,
interest, personality, lifestyle & skills
Vocation, job, organization, coworkers & supervisor
Rewards, salary & benefits
Efforts & performance
Enjoyable Tasks
Enjoyable tasks, more motivated
Enjoyable work with supervisors & coworkers
Or salary & bonus?
Higher productivity, lower intent to leave the organization &
a greater willingness to help
Social information processing theory
Modelling social environment
No whine no complaint policy?
Rewards & Resources
Fair treatment equity theory
Distributive
Decided
by the organization
Procedural
Methods
justice
justice
used to make the decision
Interactional
In
justice
interpersonal treatment
It is essential to be open on how decisions are
made, develop fair procedures & provide feedback
Equity
Pay more to those who contribute more?
Perception
vs actual
Compensation systems should be explained better
Accessing salaries of others
Growth & Challenge
Self actualization
rotation new task to avoid boredom
Job enlargement more knowledge & tasks
Job enrichment more responsibility by completing
the entire task
Job
Job
Diagnostic Survey
Self-Directed Teams or Quality Circles
Measuring Job Satisfaction &
Commitment
Faces Scale
Job Descriptive Index (JDI)
Minnesota Satisfaction Questionnaire (MSQ)
Job in General Scale
Organizational Commitment Questionnaire (OCQ)
Organizational Commitment Scale
Negative Work Attitudes
Absenteeism
Rewards for Attending
Payment
Financial
Bonus
Games
Paid
Time Off Program / Paid-Leave
Recognition Programs
Negative Work Attitudes
Absenteeism
Rewards for Attending
Payment
Financial
Bonus
Games
Paid
Time Off Program / Paid-Leave
Recognition Programs
Disciplines
Clear Policies
Record Keeping
Reducing Employee Stress
Reducing Illness
Not Hiring “Absence Prone” Employees
Turnover
Cost
Reducing Turnover
Unavoidable Reasons
Advancement
Better pay / career
Unmet Needs
Find out why?
Salary survey
Understand it as a process
Person/Organization Fit
Escape
Unmet Expectations
Counterproductive Behaviors
Stealing from the company
Organizational Citizenship Behaviours (OCB)
“go
extra mile”
& COMMITMENT
Job Satisfaction & Commitment
The attitude an employee has toward her job
Positive?
Negative?
Organizational Commitment
The
extent to which an employee identifies with and is
involved with an organization
Job Satisfaction & Commitment
Satisfied employees committed to organization
To
attend work
To stay with an organization
To arrive at work on time
To perform well
To engage in behaviors helpful to the organization
Job Satisfaction & Commitment
Many factors affecting work behavior
Complexity
of the job
Level of job satisfaction
Work-related attitude are multi-faceted
Satisfied
with one facet, not with another
e.g. pay, supervision, co-workers, work, promotion
opportunities, equipment, facility, worksite &company
policy
Motivational Facets to
Organizational Commitment
Affective commitment
Wants
to remain with the organization, cares about the
organization and is willing to exert effort on its behalf
Continuance commitment
Remain
with the organization due to time, expense &
effort – already invested or in finding another job
Normative commitment
Must
remain with the organization because of the
feeling of obligation to the organization
Individual Differences
Due to an individual‟s personal tendency across
situations to enjoy what she does
predisposition twin studies
Types of personalities
Genetic
Emotional
stability
Self-esteem
Self-efficacy (perceived ability to master their environment)
External locus of control (perceived ability to control their
environment)
Individual Differences
Life Satisfaction
and other aspects of life consistent
An employee‟s needs can be met in a variety of nonwork activities such as hobbies
Job
An
organization should work toward fulfilling those needs
Culture
Different
countries
Intelligence
non-complex job – intelligent employees have lower
job satisfaction
For
Employee‟s Job Expectation
Discrepancy Theory
Expectancy
is not met, dissatisfaction
Increased intent to leave the organization
Good „fit‟
Values,
interest, personality, lifestyle & skills
Vocation, job, organization, coworkers & supervisor
Rewards, salary & benefits
Efforts & performance
Enjoyable Tasks
Enjoyable tasks, more motivated
Enjoyable work with supervisors & coworkers
Or salary & bonus?
Higher productivity, lower intent to leave the organization &
a greater willingness to help
Social information processing theory
Modelling social environment
No whine no complaint policy?
Rewards & Resources
Fair treatment equity theory
Distributive
Decided
by the organization
Procedural
Methods
justice
justice
used to make the decision
Interactional
In
justice
interpersonal treatment
It is essential to be open on how decisions are
made, develop fair procedures & provide feedback
Equity
Pay more to those who contribute more?
Perception
vs actual
Compensation systems should be explained better
Accessing salaries of others
Growth & Challenge
Self actualization
rotation new task to avoid boredom
Job enlargement more knowledge & tasks
Job enrichment more responsibility by completing
the entire task
Job
Job
Diagnostic Survey
Self-Directed Teams or Quality Circles
Measuring Job Satisfaction &
Commitment
Faces Scale
Job Descriptive Index (JDI)
Minnesota Satisfaction Questionnaire (MSQ)
Job in General Scale
Organizational Commitment Questionnaire (OCQ)
Organizational Commitment Scale
Negative Work Attitudes
Absenteeism
Rewards for Attending
Payment
Financial
Bonus
Games
Paid
Time Off Program / Paid-Leave
Recognition Programs
Negative Work Attitudes
Absenteeism
Rewards for Attending
Payment
Financial
Bonus
Games
Paid
Time Off Program / Paid-Leave
Recognition Programs
Disciplines
Clear Policies
Record Keeping
Reducing Employee Stress
Reducing Illness
Not Hiring “Absence Prone” Employees
Turnover
Cost
Reducing Turnover
Unavoidable Reasons
Advancement
Better pay / career
Unmet Needs
Find out why?
Salary survey
Understand it as a process
Person/Organization Fit
Escape
Unmet Expectations
Counterproductive Behaviors
Stealing from the company
Organizational Citizenship Behaviours (OCB)
“go
extra mile”