| job satisfaction | Positive attitude or emotional state resulting from the appraisal of one's job or job experience.
|
 |
|
|
| Hawthorne effect | Refers to a change in behavior or attitudes that was the simple result of increased attention.
|
|
|
|
| value theory | Job satisfaction theory proposed by Locke, in which the relative importance of a particular job aspect to a given worker influenced the range of that worker's responses to it.
|
|
|
|
| opponent process theory | Theory of job satisfaction that proposes that every emotional reaction is accompanied by an opposing emotional reaction.
|
|
|
|
| overall satisfaction | An overall assessment of job satisfaction that results either from mathematically combining scores based on satisfaction with specific important aspects of work or a single overall evaluative rating of the job.
|
|
|
|
| facet satisfaction | Information related to specific facets or elements of job satisfaction.
|
|
|
|
| Job Descriptive Index (JDI) | One of the most extensively researched and documented job satisfaction instruments; assesses satisfaction with five distinct areas of work: the work itself, supervision, people, pay, and promotion.
|
|
|
|
| Minnesota Satisfaction Questionnaire (MSQ) | A commonly used job satisfaction instrument that assesses particular aspects of work (e.g., achievement, ability utilization) as well as scores for extrinsic satisfaction and intrinsic satisfaction.
|
|
|
|
| intrinsic satisfaction | Concerns aspects of satisfaction that are central, or intrinsic, to the job or work itself such as responsibility.
|
|
|
|
| extrinsic satisfaction | Concerns aspects of satisfaction that are extrinsic, or external, to job tasks, such as pay or benefits.
|
|
|
|
| resigned work satisfaction | Satisfaction associated with a reduced work effort and a reduced willingness to change or adapt.
|
|
|
|
| constructive work dissatisfaction | A type of dissatisfaction that arouses or energizes individuals and is beneficial for motivating them to join attempts at organizational change.
|
|
|
|
| mood | Generalized state of feeling not identified with a particular stimulus and not sufficiently intense to interrupt ongoing thought processes.
|
|
|
|
| emotion | An affect or feeling, often experienced and displayed in reaction to an event or thought and accompanied by physiological changes in various systems of the body, often intense enough to disrupt thought processes.
|
|
|
|
| affect circumplex | Figure in which opposite emotions appear directly across from each other in the circle.
|
|
|
|
| process emotion | Emotional reaction that can result from a consideration of the tasks one is currently doing.
|
|
|
|
| prospective emotion | Emotional reaction that can result from a consideration of the tasks one anticipates doing.
|
|
|
|
| retrospective emotion | Emotional reaction that can result from a consideration of the tasks one has already completed.
|
|
|
|
| negative affectivity (NA) | Characteristic in which individuals are prone to experience a diverse array of negative mood states (e.g., anxiety, depression, hostility, and guilt).
|
|
|
|
| positive affectivity (PA) | Characteristic in which individuals are prone to describe themselves as cheerful, enthusiastic, confident, active, and energetic.
|
|
|
|
| core evaluations | Assessments that individuals make of their circumstances. Elements of core evaluations include self-esteem, self-efficacy, locus of control, and the absence of neuroticism.
|
|
|
|
| emotional labor | Regulation of one's emotions to meet job or organizational demands. Such regulation can be achieved through surface acting and deep acting.
|
|
|
|
| commitment | The psychological and emotional attachment an individual feels to a relationship, an organization, a goal, or an occupation.
|
|
|
|
| affective commitment | An element of commitment representing an emotional attachment to an organization.
|
|
|
|
| continuance commitment | An element of commitment representing the perceived cost for leaving an organization.
|
|
|
|
| normative commitment | An element of commitment representing an obligation to remain in the organization.
|
|
|
|
| occupational commitment | Commitment to a particular occupational field; includes affective, continuance, and normative commitment to the occupation.
|
|
|
|
| job embeddedness | Refers to the many and varied types of commitment that individuals feel toward co-workers, teams, organizations, and careers.
|
|
|
|
| hobo syndrome | Refers to the tendency of some workers to be more prone to change jobs than others.
|
|
|
|
| withdrawal behaviors | Behaviors such as absenteeism, turnover, tardiness, and retirement that may be different manifestations of a larger construct called withdrawal.
|
|
|
|
| work withdrawal | Includes lateness and absenteeism and represents an attempt by the individual to withdraw from work but maintain ties to the organization and the work role.
|
|
|
|
| job withdrawal | Represents an individual's willingness to sever ties to an organization and the work role; includes intentions to quit or retire.
|
|
|
|
| progression hypothesis | Hypothesis that there is a progression of withdrawal behaviors that start with tardiness, increase to absenteeism, and eventually result in a decision to quit or retire.
|
|
|
|
| work-family balance | Area of research that investigates whether the satisfaction that one experiences at work is in part affected by the satisfaction that one experiences in nonwork and vice versa.
|
|
|
|
| telecommuting | Accomplishing work tasks from a distant location using electronic communication media.
|