One's personal convictions about what one should strive for in life and how one should behave
An employees's personal convictions about what outcomes one should expect from work and how one should behave at work
Intrinsic work values
Work values that are related to work itself
Extrinsic work values
Work values that are related to the consequences of work
One's personal convictions about what is right and wrong
Values that should dictate that decisions should be made that generate the greatest good for the greatest number of people
Moral rights values
Values that dictate that decisions should be made in ways that protect the fundamental rights and priveleges of people affected by the decisions
Values that dictate that decisions should be made in ways that allocate benefit and harm among those affected by the decisions in a fair, equitable, or impartial manner
Code of ethics
Set of formal rules and standards, based on ethical values and beliefs about what is right and wrong, that employees can use to make appropriate decisions when the interests of other individuals or groups are at stake
A person who informs people in positions of authority and/or the public of instances of wrongdoing, illegal behavior, or unethical behavior in an organization
Collections of feelings, beliefs, and thoughts about how to behave in one's job and organization
The collection of feelings and beliefs that people have about their current jobs
The collection of feelings and beliefs that people have about their organizations as a whole
How people feel at the time they actually perform their jobs
Rude interpersonal behaviors reflective of a lack of regard and respect for others
Intense short-lived feelings that are linked to a specific cause or antecendent
The work that employees perform to control their experience and expression of moods and emotions on the job
An internal state that exists when employees are expected to express feelings that are at odds with how the employees are actually feeling
An expression of confidence in another person or group of people that you will not be put at risk, harm, or injured by their actions
The work itself, working conditions, and all other aspects of the job and the employing organization
The influence that individuals or groups have on a person's attitudes and behavior
One of numerous components of a job
The facet model of job satisfaction
Focuses primarily on work situation factors by breaking a job into its component elements, or job facets, and looking at how satisfied employees are with each facet
Herzberg's motivator-hygiene theory of job satisfaction
When motivator needs are met, employees will be satisfied; when these needs are not met, employees will not be satisfied
When hygiene needs are met, employees will not be dissatisfied; when these needs are not met, employees will be dissatisfied
Herzberg's motivator-hygiene theory
Associated with the actual work itself and how challenging it is.
Herzberg's motivator-hygiene theory
Associated with the physical and psychological context in which the work is performed.
Discrepancy model of job satisfaction
To determine how satisfied they are with their jobs, employees compare their job to some ideal job.
When expectations of their ideal job are not met at their current job, they will be dissatisfied
The steady state theory of job satisfaction
Suggests that each employee has a typical, or characteristic, level of job satisfaction, called the steady state or equilibrium level.
The employee will return eventually to his or her equilibrium level.
Is job satisfaction meaningfully associated with job performance?
How are job satisfaction and absenteeism related?
Employees how are satisfied with their jobs are somewhat less likely to be absent
The permanent withdrawal of an employee from the employing organization
Organizational citizenship behavior
Behavior that is not required but is necessary for organizational survival and effectiveness
How happy, healthy, and prosperous employees are
The commitment that exists when employees are happy to be members of an organization
The commitment that exists when it is very costly for employees to leave an organization