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• Job satisfaction


  The positive and negative feelings and attitudes about one's job
• Approaches to conceptualizing job satisfaction

  • Global approach - views job satisfaction as overall construct
  • Facet approach - views job satisfaction as made up of individual elements, or facets
• Measurement of job satisfaction

  • Can be measured through interviews or with self-report measures
  • Most widely used self-report measures are the Minnesota Satisfaction Questionnaire (MSQ) and the Job Descriptive Index (JDI)
• Job satisfaction


  Moderately correlated with job performance
• Porter-Lawler model


  Job satisfaction and performance are not directly linked, but are related when workers perceive fairness in receipt of work-related rewards
• Organizational commitment


  A worker's feelings and attitudes about the entire work organization
• Organizational Commitment Questionnaire (OCQ)


  The most widely used measure of organizational commitment
• Criteria that influence job satisfaction and organizational commitment

  • Job type and variety
  • Job responsibility
  • Quality of social relationships at work
  • Compensation
  • Chances for promotion
• Perceived fairness in job rewards


  Influences job satisfaction
• Congruence between organizational and worker values, and organizational values and actions

  Influences organizational commitment
• Voluntary absenteeism


  Employees miss work because they want to do something else
• Involuntary absenteeism


  Employees have a legitimate excuse for missing work, typically illness
• Employees who are absenteeism are not satisfied with their work
• Involuntary turnover


  Occurs when an employee is fired or laid off, often for financial reasons beyond the control of management
• Voluntary turnover


  Occurs when competent and capable employees leave to work elsewhere, which is costly to the organization
• Low job satisfaction and low organizational commitment


  Related to higher turnover
• One of the best predictors of employee turnover is absenteeism, particularly the rate of absences in the years immediately before the employee leaves
• Voluntary turnover can occur in clusters of employees, referred to as collective turnover