The ________ assesses satisfaction with pay, promotion, supervision, and coworkers, as well as satisfaction with the work itself.
- Employee Motivation Index
- Job Descriptive Index
- Job Satisfaction Index
- Employee Characteristics Index
- Employee Satisfaction Index
The Job Descriptive Index assesses pay, promotion, supervision, and coworker satisfactions and satisfaction with the work itself.
Pay Satisfaction: Employees’ feelings about the compensation for their jobs.
Eliska is well established as a financial analyst at the Magnify Investment Company. She has significant financial responsibility for her family, and she has recently applied for a mortgage. Which of the following work value categories would likely be important to her?
- altruism
- pay
- status
- achievement
- environment
Because Eliska is well established but has significant financial responsibilities, she would be concerned over a high and secure salary, which comes under pay; achievement, altruism, status, and environment would come at later stages of work.
Pay Satisfaction: Employees’ feelings about the compensation for their jobs.
Which of the following statements about the JDI is True?
- JDI is written in complex style and needs a manual to understand.
- JDI is one of the least-administered job satisfaction surveys.
- JDI should require participants to identify themselves so the company can verify it is receiving honest feedback.
- JDI recommends surveying a small portion of a company.
- JDI allows for within-organization comparisons to determine which departments have the highest satisfaction levels and which have the lowest.
The JDI allows for within-organization comparisons to determine which departments have the highest satisfaction levels and which have the lowest. Also, it is written in a simple style. The JDI is one of the most administered job satisfaction surveys and recommends that participants remain anonymous to get honest feedback. It suggests that a large portion of a company be surveyed.
360-Degree Feedback: A performance evaluation system that uses ratings provided by supervisors, coworkers, subordinates, customers, and the employees themselves.
Pratique Solutions offers jobs that require creativity and hires people who are enthusiastic and friendly. Their pay scale meets the industry norm but does not exceed it, and managers tend to stay at the same job level for a long time. In which of the following areas would Pratique Solutions score low on in a JDI survey?
- pay satisfaction and promotion satisfaction
- pay satisfaction and work itself satisfaction
- promotion satisfaction and coworker satisfaction
- work itself satisfaction and coworker satisfaction
- work itself satisfaction and supervisor satisfaction
With a JDI survey, Pratique Solution would probably score low with pay satisfaction and promotion satisfaction. The pay is adequate but not more. Also, because managers tend to stay at the same level a long time, promotions are probably few.
Promotion Satisfaction: Employees’ feelings about how the company handles promotions.
________ can provide a "snapshot" of how satisfied the workforce is and, if repeated over time, reveal trends in satisfaction levels.
- Focus groups
- Structured interviews
- Attitude surveys
- Focus groups followed by interviews
- Unstructured interviews
Several methods assess the job satisfaction of rank-and-file employees, including focus groups, interviews, and attitude surveys. Attitude surveys can provide a "snapshot" of how satisfied the workforce is and, if repeated over time, reveal trends in satisfaction levels.
________ are usually the most accurate and most effective in assessing the job satisfaction of rank-and-file employees.
- Attitude surveys
- Interviews
- Focus groups
- Questionnaires
- Discussions
Several methods assess the job satisfaction of rank-and-file employees, including focus groups, interviews, and attitude surveys. Of those three choices, attitude surveys are often the most accurate and most effective.
Job Satisfaction: A pleasurable emotional state resulting from the appraisal of one’s job or job experiences. It represents how a person feels and thinks about his or her job.
Jattestor Enterprises administered the Job Descriptive Index (JDI) to all its employees and then shared the results with department heads. Afterward, which of the following department heads acted most appropriately?
- Tobias implemented several reforms based on its results.
- Jakob held several meetings, which failed to lead to cohesive action.
- Mia issued a memorandum saying why she disagreed with the results.
- Catherine delayed taking action for several months.
- Ralph followed it up with another type of survey in his department only.
Attitude surveys, like the JDI, ideally should be a catalyst for some kind of improvement effort. Surveys that never lead to any kind of on-the-job change eventually may be viewed as a waste of time. Therefore, Tobias's response is highly recommended.
Which of the following statements is True about life satisfaction?
- Job satisfaction has little effect on life satisfaction.
- It is the degree to which employees feel a sense of happiness with customers.
- Research shows that life satisfaction is one of the strongest predictors of job satisfaction.
- Increases in job satisfaction have a stronger impact on life satisfaction than do increases in salary.
- If we want to feel better about our jobs, we need to find a way to be more satisfied with our lives.
Increases in job satisfaction have a stronger impact on life satisfaction than do increases in salary or income. Pay satisfaction is a weaker driver of overall job satisfaction than other facets, such as the work itself, supervision, or coworkers.
Job Satisfaction: A pleasurable emotional state resulting from the appraisal of one’s job or job experiences. It represents how a person feels and thinks about his or her job.
A person with high job satisfaction will tend to have ________ life satisfaction.
- weak
- high
- moderate
- high negative
- low positive
Job satisfaction represents how you feel about your job and what you think about your job. Job satisfaction is strongly related to life satisfaction, or the degree to which employees feel a sense of happiness with their lives.
Job Satisfaction: A pleasurable emotional state resulting from the appraisal of one’s job or job experiences. It represents how a person feels and thinks about his or her job.
Job satisfaction is positively correlated with ________ and negatively correlated with ________.
- organizational commitment; counterproductive behavior
- counterproductive behavior; performance
- performance; organizational commitment
- performance; equity
- equity; organizational commitment
Job satisfaction is positively correlated with organizational commitment and negatively correlated with counterproductive behavior. Heightened levels of job satisfaction lead to higher levels of organizational commitment and lower levels of counterproductive behavior.
Organizational Citizenship Behavior: Going beyond normal expectations to improve operations of the organization, as well as defending the organization and being loyal to it.
Research shows that job satisfaction has ________ correlation with normative commitment.
- moderate weak
- moderate
- strong positive
- weak positive
- weak negative
Job satisfaction has a strong positive effect on organizational commitment. People who experience higher levels of job satisfaction tend to feel higher levels of affective commitment and higher levels of normative commitment.
Job satisfaction has a ________ correlation with affective commitment.
- moderate weak
- strong positive
- moderate
- weak positive
- weak negative
Job satisfaction has a strong positive effect on organizational commitment. People who experience higher levels of job satisfaction tend to feel higher levels of affective commitment.
Affective Commitment: An employee’s desire to remain a member of an organization due to a feeling of emotional attachment.
Job satisfaction has a ________ correlation with counterproductive behavior.
- moderate negative
- strong negative
- moderate positive
- weak positive
- strong positive
Job satisfaction has a moderate negative correlation with counterproductive behavior. Satisfied employees engage in fewer intentionally destructive actions that could harm their workplace.
Counterproductive Behavior: Employee behaviors that intentionally hinder organizational goal accomplishment.
In which of the following scenarios would the person involved most likely experience life satisfaction?
- Ally stays in her job as a maid because her education doesn't qualify her for anything better.
- Rick keeps working for the company because of its generous vacation package.
- Alessio enjoys his coworkers at the espresso shop, but he finds being a barista to be boring.
- Filippo enjoys serving as a politician because of the influence he has on government policy.
- Bianca likes being a waitress because of her customers, but dislikes her low pay.
Research shows that job satisfaction is one of the strongest predictors of life satisfaction. Put simply, people feel better about their lives when they feel better about their jobs. In the above examples, Filippo shows the most job satisfaction and thus probably experiences the most life satisfaction.
Life Satisfaction: The degree to which employees feel a sense of happiness with their lives in general.
Job satisfaction has a ________ correlation with task performance.
- relatively weak
- strong positive
- moderate positive
- relatively strong
- weak negative
Job satisfaction is moderately correlated with task performance. Satisfied employees do a better job of fulfilling the duties described in their job descriptions.
When it comes to pay satisfaction, most employees base their desired pay on their job duties and
- the potential for promotions.
- their basic needs.
- their status.
- the pay received by their superiors.
- the pay received by comparable colleagues.
Value-percept theory argues that job satisfaction depends on whether you perceive that your job supplies the things that you value. Pay satisfaction refers to employees' feelings about their pay, including whether it is as much as they deserve and is based on a comparison with the pay given to comparable colleagues.
Pay Satisfaction: Employees’ feelings about the compensation for their jobs.
Which of the following statements is True regarding job satisfaction?
- It remains constant over time.
- It is independent of objective job appraisals.
- It is not measurable.
- It is unrelated to job performance.
- It has both rational and emotional components.
Job satisfaction reflects what you think and feel about your job. It consists of rational and emotional components.
Which of the following demonstrates how day-to-day events can affect job satisfaction?
- After receiving news of his mother's illness, Baltasar became stressed about the deadlines of his job.
- After going to lunch, Birta continued to enjoy her work assignment.
- After talking about his baseball team to a coworker, Onni bought game tickets during his afternoon break.
- After talking to her manager, Venia realized she could finish her work by the deadline.
- After planning the project for months, Victor finally received the go ahead.
Even though a person might have an overall satisfaction with his or her job, satisfaction on a daily basis can be strongly affected by day-to-day activities. Baltasar shows this when he became stressed about his deadline soon after receiving news of his mother's illness.
Of the five facets of value-percept theory, if job satisfaction had to increase to a large extent, which facet should be given high priority for improvement?
- pay satisfaction
- promotion satisfaction
- supervision satisfaction
- coworker satisfaction
- satisfaction with the work itself
Correlation studies suggest that satisfaction with the work itself is the single strongest driver of overall job satisfaction. Supervision and coworker satisfaction are also strong drivers, and promotion and pay satisfaction have moderately strong effects.
Which facet of job satisfaction brings more responsibility and increased work hours?
- promotion
- compensation
- environmental factors
- competition
- change in leadership
Value-percept theory argues that job satisfaction depends on whether you perceive that your job supplies the things that you value. Promotion, a facet of job satisfaction, brings more responsibility and increased work.
Emotions: Intense feelings, often lasting for a short duration, that are clearly directed at someone or some circumstance.
The JDI includes a companion survey, the JIG scale that assesses
- altruism.
- job significance.
- overall job satisfaction.
- mental well-being.
- leadership potential.
The Job Descriptive Index assesses pay, promotion, supervision, and coworker satisfactions and satisfaction with the work itself. The JDI includes a companion survey-the Job in General (JIG) scale-that assesses overall job satisfaction.
According to the value-percept theory, for an employee to have high supervision satisfaction, which of the following is critical?
- supervisor's style of dress
- supervisor's level of education
- supervisor's being an extrovert
- supervisor's values and beliefs
- supervisor's salary
An employee will have high supervision satisfaction if the supervisor is likeable, provides rewards and recognition for good performance, helps the employee attain valued things, and has values and beliefs similar to the employee's philosophies.
Supervision Satisfaction: Employees’ feelings about their boss, including his or her competency, communication, and personality.
Which of the following statements is True regarding coworker satisfaction?
- Coworker satisfaction leads to lowered productivity.
- Coworker satisfaction requires that all employees of the same level be promoted at the same intervals.
- Coworker satisfaction increases if employees take part in annual reviews of each other's work.
- Coworker satisfaction does not contribute much to overall job satisfaction.
- Coworker satisfaction is important because employees spend considerable time with coworkers.
Coworker satisfaction is important because we spend just as much time with coworkers as we do with members of our own family.
Coworker Satisfaction: Employees’ feelings about their coworkers, including their abilities and personalities.
Satisfaction with ________ reflects employees' feelings about their actual job tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable.
- the work itself
- pay
- promotion
- supervision
- coworkers
Satisfaction with the work itself reflects employees' feelings about their actual work tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable.
According to research, of the five facets of value-percept theory, which two facets have moderately strong influences on overall job satisfaction?
- pay satisfaction and promotion satisfaction
- promotion satisfaction and coworker satisfaction
- supervision satisfaction and altruism
- coworker satisfaction and supervision satisfaction
- satisfaction with the work itself and promotion satisfaction
Correlation studies suggest that satisfaction with the work itself is the single strongest driver of overall job satisfaction. Supervision and coworker satisfaction are also strong drivers, and promotion and pay satisfaction have moderately strong effects.
Promotion Satisfaction: Employees’ feelings about how the company handles promotions.
Satisfaction with the work itself is the single strongest driver of overall job satisfaction.
Satisfaction with the work itself is the single strongest driver of overall job satisfaction. Supervision and coworker satisfaction are also strong drivers, and promotion and pay satisfaction have moderately strong effects.
Saki, Jake, and Tamar have different ideas about what makes a job satisfying. They all work for a nonprofit relief agency and travel to areas where disasters have occurred to render assistance to victims. The pay is not high, and there can be extreme health risks because contagious diseases often break out in disaster zones due to the resulting poor sanitation. Their coworkers are friendly, intelligent, and generally nice. Saki feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Tamar tolerates teamwork but isn't thrilled by it, and she also has mild anxiety about germs. Which of the following statements is most likely True?
- Saki has the highest level of job satisfaction.
- They all have essentially equal levels of job satisfaction.
- None of them are likely to have high job satisfaction.
- Jake has the highest job satisfaction.
- Tamar has the lowest job satisfaction.
Saki is getting a high level of what she wants and what is important to her. She most likely has the highest level of job satisfaction.
Saki, Jake, and Tamar have different ideas about what makes a job satisfying. They all work for a nonprofit relief agency and travel to areas where disasters have occurred to render assistance to victims. The pay is not high, and there can be extreme health risks because contagious diseases often break out in disaster zones due to the resulting poor sanitation. Their coworkers are friendly, intelligent, and generally nice. Saki feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Tamar tolerates teamwork but isn't thrilled by it, and she also has mild anxiety about germs. Which of the following statements is most likely True?
- Jake most likely has the lowest job satisfaction.
- Saki most likely has the lowest job satisfaction.
- Jake most likely has the highest job satisfaction.
- Tamar most likely has the highest job satisfaction.
- Tamar most likely has the lowest job satisfaction.
Jake most likely has the lowest job satisfaction because money is extremely important to him, given his school loan debt and family responsibilities, and he isn't making much. The job provides Kylie with a lot of opportunity to engage in helping others, which is very important to her, therefore, she would have high job satisfaction. Samantha may have mild job dissatisfaction but not nearly to the extent that Jake does.
Which of the following statements is True?
- People who experience lower levels of job satisfaction tend to feel higher levels of affective commitment.
- Job satisfaction is weakly correlated with affective commitment.
- Job satisfaction is moderately correlated with citizenship behavior.
- Job satisfaction is weakly correlated with normative commitment.
- Job satisfaction has a weak positive effect on job performance.
Job satisfaction is correlated moderately with citizenship behavior. Satisfied employees engage in more frequent "extra mile" behaviors to help their coworkers and their organization.
Citizenship Behavior: Voluntary employee behaviors that contribute to organizational goals by improving the context in which work takes place.
Having prestige, power over others, and fame are examples of work values related to
- altruism.
- pay.
- status.
- promotion.
- supervision.
Status implies having prestige, power over others, and fame.
Stars: Employees with high commitment levels and high task performance levels who serve as role models within the organization.
Manuela, a writer of advertising copy, has been an overachiever throughout her career. She enjoys the intellectual stimulation she has at work. She feels her work allows her to use her creativity and artistic skills to their full potential. Which of the following work value categories is important to Manuela?
- status
- work itself
- coworkers
- altruism
- supervision
Work itself is a work value that includes utilization of ability, freedom and independence, intellectual stimulation, creative expression, and sense of achievement.
Work Teams: A relatively permanent team in which members work together to produce goods and/or provide services.
Values are those things that people consciously or subconsciously want to seek or attain.
Values are those things that people consciously or subconsciously want to seek or attain.
Values: Things that people consciously or unconsciously want to seek or attain.
Akari accepted a position with Innovate Electronics because she knows the company is highly regarded. Which of the following work value categories does Akari's choice relate to?
- supervision
- coworkers
- pay
- promotions
- status
Status involves prestige, power over others, and fame.
Stars: Employees with high commitment levels and high task performance levels who serve as role models within the organization.
Values are defined as
- those things that people consciously or subconsciously want to seek or attain.
- pleasurable emotional states resulting from the appraisal of one's job or job experiences.
- a set of shared attitudes, values, goals, and practices that characterizes an institution, organization, or group.
- processes that elicit, control, and sustain certain behaviors.
- the particular combination of emotional, attitudinal, and behavioral response patterns of an individual.
Values are those things that people consciously or subconsciously want to seek or attain.
Values: Things that people consciously or unconsciously want to seek or attain.
Which of the following is a specific value related to the work itself?
- high salary
- good supervisory relations
- intellectual stimulation
- enjoyable coworkers
- power over others
The specific values associated with the work itself include utilization of ability, freedom and independence, intellectual stimulation, creative expression, and sense of achievement.
Intellectual Stimulation: When the leader behaves in ways that challenge followers to be innovative and creative by questioning assumptions and reframing old situations in new ways.
Yusuf is a pediatrician who is passionate about helping children with difficult medical conditions. He also volunteers at a free clinic during the weekend. Judging from this, which of the following work value categories would be important for him?
- status
- environment
- pay
- altruism
- supervision
Yusuf enjoys helping others and places importance on moral causes. This indicates that the work value category of altruism would be important for him.
Helping: Assisting coworkers who have heavy workloads, aiding them with personal matters, and showing new employees the ropes when they are first on the job.