Professional Documents
Culture Documents
organizational
commitment
Presented by: bba-5
Group members
Tania Shaheen
Marya Sabir
FA13-BS(BA)-019
FA13-BS(BA)-039
Organizational psychology
Industrial and organizational psychology (also
known as IO psychology, ) is the scientific
study of human behavior at their workplace
and
applies
psychological
theories
and
What is job
satisfaction?
Components
Job
satisfaction
Comparison
Job characteristic approach
approach(1991)
Job satisfaction is primarily
Hulin
Basis of perception
The perceptions of employees about the
job satisfaction are based upon the
following factors:
Employees skills
The amount of time they have put into
the job
Availability of other employment
opportunities
Lockes argument
According to him:
job characteristics approach was oversimplified because it does
not account for the fact that employees differ in the importance
they place on various facets of work
Facets of job
Major Challenges
First major challenge to this approach came in late 1970s in form of social
information processing theory (SIP).
It was criticized on two points:
It was based on assumption that job characteristics were objective
Disposition approach
According to this approach to job
satisfaction:
some employees have tendency to
be satisfied (or dissatisfied) with their
jobs, regardless of the nature of the
job or organization in which they
work.
factors.
(by
experimenting
Limitations
A major limitation was that:
it was imprecise as to exactly which
dispositions are related to job satisfaction
(Davis Blake and Pfeffer, 1989)
limitations
This approach have been failed to explain
the practical implications of dispositional
effects.
This approach is ignoring the situational
factors which affects the employees job
satisfaction level.
It might be assumed that job satisfaction is
linked with specific traits of the person
but we cant apply this logic while hiring the
employees.
Construct validity
Construct validity defines how well a test or
experiment measures up to its claims. It refers
to whether the operational definition of a
variable actually reflect the true theoretical
meaning of a concept.
Measurement of job
satisfaction
There are several measures of job satisfaction. Some are described as under:
Faces scale
Job descriptive index (JDI)
Minnesota satisfaction questionnaire (MSQ)
Job satisfaction survey (JSS)
Faces scale
Faces scale
Advantages
Simplicity
Disadvantages
JDI
Advantages
It provides score for individual facet
of job like pay, benefits, supervision
etc.
Great deal of data supports its
construct validity.
Disadvantages
It does not help to measure the
overall
employee.
satisfaction
level
of
Minnesota satisfaction
questionnaire
(MSQ)
It has two forms which are as follows:
Long form:
It consist of 100 items to measure the 20 facets of work.
Short form:
It consist of 20 items. This form is not designed to provide the score of the facets.
S.NO
ITEMS
S.NO
ITEMS
01
Activity
11
Ability utilizations
02
Independence
12
03
Variety
13
Compensation
04
Social status
14
Advancement
05
15
Responsibility
06
Moral values
16
Creativity
07
Security
17
Working conditions
08
Social service
18
Coworkers
09
Authority
19
Recognition
10
Supervision (technical)
20
Achievement
MSQ
Advantages
The MSQ provides quite extensive
Disadvantages
employees
difficult to administer.
information
on
Relationship of job
satisfaction with other
variables
Job satisfaction is related with four other variables that have both theoretical and
practical implications. These variables are:
Attitudinal variables
Absenteeism
Employee turnover
Job performance
Attitudinal variables
Attitudinal variables are as follows:
Job involvement
Organizational commitment
Frustration
Job tension
Feeling of anxiety
the
positive
variables
affect
involvement,
commitment
that
such
reflect
as
job
organizational
Negative relation
According to Jackson (1985) and Spector
(1996):
job satisfaction is negatively related to the
variables such as frustration, job tension and
anxiety
Absenteeism
The
study
of
absenteeism
is
Two perspectives
Theoretical
Practical perspective
perspective
Absenteeism
common
employees
represents
way
may
in
which
withdraw
Continued..
2. Ajzen and Fishbein (1977) proposed a theory to define the weak relationship
between job satisfaction and absenteeism named as Theory of Reasoned Action
This theory states that:
a complex pathway links general attitudes (such as job satisfaction) to actual
behavior
Job satisfaction may be weakly related to absenteeism because of a failure to account
for unmeasured variables such as normative standards etc.
Continued.
3. Another reason is that ; absenteeism is a behavior that
has low base rate (i.e. it does not occur frequently)
Low base rate is problematic because different statistical
analysis like regression n correlation analysis are based
on assumptions that variables are normally distributed,
and according to different researches it was found that
absenteeism is variable which is not normally distributed.
Continued.
In case of absenteeism the distribution may be skewed.
Employee turnover
Employee turnover is defined as:
the number or percentage of workers who leave an organization
Job performance
Job performance assesses whether a
person performs a job well.
Expectancy theory
Vrooms
(1964)
proposed
theory
named
as
Expectancy
theory