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Evaluative statements or judgments concerning objects, people, or events.The opinion or belief segment of an attitude.i.e “My pay is low”The emotional or feeling segment of an attitude.i.e "I am angry because my pay is lowAn intention to behave in a certain way toward someone or something.i.e I’m going to look for another job that pays better.”Any incompatibility between two or more attitudes or between behavior and attitudes.A positive feeling about one’s job resulting from anevaluation of its characteristics.The degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth.psychological empowermentEmployees’ belief in the degreeto which they affect their work environment, their competence, the meaningfulness of their job, and their perceived autonomy in their work.organizational commitmentThe degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.perceived organizational support (POS)The degree to which employees believe an organization values their contribution and cares about their well-being.An individual’s involvement with, satisfaction with, and enthusiasm for the work he orshe does.Bottom-line conclusions individuals have about their capabilities, competence, and worth as a person.Dissatisfaction expressed through behavior directed toward leaving the organization.Dissatisfaction expressed through active and constructive attempts to improve conditions.Dissatisfaction expressed by passively waiting for conditions to improve.Dissatisfaction expressed through allowing conditions to worsenIs the dissatisfaction expressed through active and constructive attempts to improve conditions?- Dissatisfaction expressed through active and constructive attempts to improveconditions. Loyalty- Dissatisfaction expressed by passively waiting for conditions to improve. Neglect- Dissatisfaction expressed through allowing conditions to worsen.
Is an active and constructive response to dissatisfaction?"Neglect" is an active and constructive response to dissatisfaction.
What factors affect employee satisfaction and dissatisfaction?Company policy, supervision, working conditions, salary, status, and lack of security were identified as factors that contributed to job dissatisfaction. Duffy and Richard (2006) state that job satisfaction consists of two categories, work satisfaction and environmental satisfaction.
What are the three outcomes of job satisfaction?Top 6 Outcomes of Job Satisfaction. Job Satisfaction and Productivity:. Job Satisfaction and Employee Turnover:. Job Satisfaction and Absenteeism:. Job Satisfaction and Union Activities:. Job Satisfaction and Safety:. Other effects of Job Satisfaction:. |