重視，態(tài)度和工作滿意（英文）

1、Class 4. Values, Attitudes and Job Satisfaction,§4.1 Values,1.Concepts,Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode

2、 of conduct or end-state of existenceImportance: 1.Laying foundation for attitudes, motivation via influencing perceptions; 2. Individuals are not value free, standard of behavior; aligning with the org

3、anization’s policy Value system:A hierarchy based on a ranking of an individual’s values in terms of their intensity,2.Sources of Value system result of genetic component & learning,Biological parents.A

4、 significant portion is genetically determined; Studies of twins reared apart demonstrate that 40% of the variation in work values;the majority is due to environmentIn early years. A significant portion is established f

5、rom parents,teachers,friends and otherssocietal values(culture).Learning and educationrelatively stable and enduring. Absolute learning combined with genetic imprinting assuring,3.Types of values (1)Allpor

6、t,Theoretical:the discovery of truth though a critical and rational approachEconomic: the useful and practicalAesthetic: Form and harmonySocial: the love of peoplePolitical:Acquisition of power and influenceReligiou

7、s:The unity of experience & understanding of the cosmos as a whole,3.Types of values (2)Roceach values survey(RVS),Terminal: Desirable end-states of existence; the goals to pursue during one’s lifetime

8、 comfortable(exciting)life,sense of accomplishment,world of peace(beauty),equality,family(nation) security,freedom, happiness,inner harmony,mature love,pleasure,salvation, self-respect,social recognition,true frie

9、ndship,wisdom.Instrumental:preferable modes of behavior or means of achieving one’s terminal values ambitious,broad-minded,capable,cheerful,clean, honest, courageous,forgiving,helpful, imaginative,independent, intellect

10、ual,logical,loving,obedient,polite,responsible,self-control,3.Types of values (2)Roceach values survey(RVS),Mean value rankings of Executive, Self-resect

11、,Family-se, freedom, sense of acco, happiness honest, responsible, capable, ambitious, independent ; union members, family-secu, Freedom, happiness, self-respect, mature

12、love responsible, honest, courageous, independent, capable activists Equality,world of peace, family-s honest happiness courageous, helpful, courageous, responsib

13、le, capable,3.Types of values (3)Contemporary work cohorts,Protestant work ethic:hard work; conservative; loyalty to the organizationExistential:Quality of life,nonconforming,seeks autonomy; loyalty to self

14、; 1960s--mid-1970sPragmatic:Success,achievement,ambition,hard work; loyalty to career; mid-1970s--late 1980sGeneration X:Flexibility,job satisfaction,leisure time; loyalty to relationships 1990s,4.Values,L

15、oyalty & Ethical Behavior,A decline in ethical standards? Self-centered4 stages: The action of manager’s bosses is the most important factor influencing ethical behavior in organizations.,Class 4. Values, Attitudes

16、and Job Satisfaction,§4.2 Attitudes,1.Concept,Evaluative statements or judgement concerning objects,people,or events 3 componentscognitive component---the opinion or belief segment of an attitude(value

17、 statement)affective component--- emotional or feelingbehavioral component--An intention to behave in a certain way toward someone or sth.Essentially refers to the affect part,2.Sources of Attitudes,Acquired from

18、 parents,teachers,peer group membersborn withearly years,model or imitate those one admire,respect,fearless stable(in contrast to values),affect job behavior,3. Types of Attitudes job-related attitud

19、e(work environment),Job satisfaction--an individual’s general attitude toward his or her job(almost =)Job involvement--the degree to which a person identifies with his(her)job, actively participates in it, consider th

20、e performance important to self-worth. negatively related to absenteeism,resignation rates; more consistently predict turnover than absenteeism;16% var

21、iance,3. Types of Attitudes job-related attitude(work environment),Organizational commitment-- the degree to which an employee identifies with a particular organization and it’s goals,and wishes to main

22、tain membership in it. negative relationships between Organizational commitment and absenteeism,turnover; better indicator of turnover than job satisfaction predictor,34%

23、 variance,4. Attitudes and Consistency,People seek consistency among their attitudes & between their attitudes & behaviorseek to reconcile divergent attitudes and align their attitudes & behavior so they app

24、ear rational and consistent---Equilibrium stateAltering their attitudes or behavior,developing a rationalization for their discrepancy,5.Cognitive Dissonance Theory Leon Festinger proposed in late 1950s,sought to expl

25、ain the linkage between attitudes & behavior,Cognitive Dissonance--any incompatibility between 2 or more attitudes or between attitudes & behaviorany form of inconsistency is uncomfortable for one to attempt to

26、reduce.---a stable state where there is a minimum of dissonancethe determinant factors:the importance of the elements, the degree of influence one believes,the rewards that may be involved in dissonance,6.Measuring the

27、A-B relationship the relationship between attitudes & behavior,Early research assumption,causal related; challenging in the late 1960s: unrelated or alightly; More recent research: moderator, contingency.moderat

28、ing variables: 1.specific, attitudes to “environment” “recycling”,the more significant 2.social constraints on behavior. Group pressure 3.experience with the attitude in questionself-perception theory:attitude

29、s are used after the fact to make sense out of an action that has already occurred.,7. Attitudes Surveys Obtaining information about employee attitudes to predict behavior in organizational context,Eliciti

30、ng responses from employees though questionnaire about how they feel about their jobs, work groups,supervisors,&/or organization 5 rating scaleresults frequently surprise management.the worst complaintre

31、gular surveys supply feedback on employee’s perception,8. Attitudes & work force diversity,Concerned with changing attitudes to reflect shifting perspectives on racial,gender,& other diversity issuesinvesting in

32、 training to reshape attitudes of employeesself-evaluation phase,group discussion or panel,additional activities---volunteer work in community or social service,8. Attitudes & work force diversity,Changing attitudes

33、 to reflect shifting perspectives on racial,gender,and other diversity issuesdiversity training program----self-evaluation phase,group discussion or panels,do volunteer work in community or social service centers,Class

34、4. Values, Attitudes and Job Satisfaction,§4.3 Job Satisfaction ---dissect the concept more carefully,1. Measuring Job Satisfaction,An individual’s general attitude toward his jobjob elements:obvious a

35、ctivities,require interaction with coworkers & bosses,following rules & policies, meeting performance standards,living with working conditions single global rating:respond to 1 questionsummation score(more accu

36、rate?):job facets---nature,supervision, present pay,promotion opportunities,relation with coworkerssimplicity wins out over complexity?,2. The status of Job Satisfaction in the workplace today,Held c. over time:70-80% o

37、f American workers reported their Satisfaction-->=65,92%;=<25,73%Table 5-5:aspects, fewer that half gratified with pay, recognition,advancement opportunityexplanation: 1.inconsistencies between satisfaction &

38、; staying with their jobs---choose the same again? 2.genetics. Variables are not important, disposition toward life were carried over--positive or negative, hold over time,3.Determinants of Job Satisfaction,What job-rel

39、ated variables conducive to Satisfaction?Mental challenging workequitable rewardssupportive working conditionssupportive colleaguespersonality-job fit. Holland’s theory: personality types congruent with their voca

40、tions will find they have the right talents to complete the job,4. The effect of Job Satisfaction on employee performance,& productivity. 1.-60s wishful thinking, r=+0.14; 2. moderating variables,machine-paced j

41、ob, stockbroker--general movement,higher lever; 3.direction of the causal arrow,reward?; 4.data gathered as a whole,interactions absenteeism. r=-0.4,negative relationship; 2. Moderator, reward; 3. Sears natural

42、 experiment, absent from work for avoidable reasons without penaityTurnover.stronger negative relationship; 2. Moderator, lever of performance(higher ?); labor market, length of tenure;general disposition to life,5.How

43、employees to express dissatisfaction,Complaint,insubordinate,stealing,shirking,Active exit voice