【正文】 Equity theory has important implications for job satisfaction. ? Inequity is a dissatisfying state, especially when we are on the “short end of the stick.” ? Crosscultural differences in values suggests that there are differences across cultures in how to achieve equity and distributive fairness. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 51 Interactional Fairness ? Fairness that occurs when people feel that they have received respectful and informative munication about an oute. ? Interactional fairness is important because it is possible for absolutely fair outes or procedures to be perceived as unfair when they are inadequately or uncaringly explained. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 55 Disposition (continued) ? These findings suggest that some personality characteristics originating in geics or early learning contribute to adult job satisfaction. ? People who are extraverted and conscientious tend to be more satisfied with their jobs. ? Those high in neuroticism are less satisfied. ? People who are high in selfesteem and internal locus of control are more satisfied. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 59 Emotional Contagion ? Mood and emotion can also influence job satisfaction through emotional contagion. ? Emotional contagion is the tendency for moods and emotions to spread between people or throughout a group. ? People’s moods and emotions tend to converge with interaction. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 63 Emotional Labour and Cognitive Demands Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 67 Adequate Compensation ? Most employees expect to receive an adequate amount of pensation. ? Although pay and satisfaction are positively related, not everyone is equally desirous of money. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 71 Consequences of Job Satisfaction ? Job satisfaction has a number of consequences: – Absence from work – Turnover – Performance – Organizational citizenship behaviour – Customer satisfaction and profit Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 75 Turnover ? Turnover refers to resignation from an anization and it can be very expensive. ? Research indicates a moderately strong connection between job satisfaction and turnover. ? Lesssatisfied workers are more likely to quit. ? The relationship is far from perfect. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 79 The HoneymoonHangover Effect ? A decrease in job satisfaction often precedes turnover, and those who quit experience a boost in job satisfaction on their new job. ? Some of this boost might be due to a “honeymoon effect,” in which the bad facets of the old job are gone, the good facets of the new job are apparent, and the bad facets of the new job are not yet known. Copyright 169。 many factors influence motivation and performance. ? The most important satisfaction facet is the content of the work itself. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 86 Organizational Citizenship Behaviour (OCB) (continued) ? The defining characteristics of OCB: – The behaviour is voluntary. – The behaviour is spontaneous. – The behaviour contributes to anizational effectiveness. – The behaviour is unlikely to be explicitly picked up and rewarded by the performance evaluation system. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 84 Performance (continued) ? Many anizations do not reward good performance sufficiently. ? Thus, research indicates that satisfaction is more likely to affect performance, rather than the reverse. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 81 The HoneymoonHangover Effect (continued) Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 77 Turnover (continued) ? The model shows that job satisfaction as well as mitment to the anization and various “shocks” can contribute to intentions to leave. ? Research shows that such intentions are very good predictors of turnover. ? Why do satisfied people sometimes quit their jobs and dissatisfied people stay? Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 73 Absence from Work (continued) ? Several factors constrain the ability of many people to convert their like or dislike of work into corresponding attendance patterns: – Some absence is unavoidable. – Opportunities for offthejob satisfaction on a missed day vary. – Some anizations have attendance control policies. – It might be unclear to employees how much absenteeism is reasonable or sensible. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 69 People ? Friendly, considerate, goodnatured superiors and coworkers contribute to job satisfaction. ? The ability of others to help us do our work and attain outes that we value also contributes to job satisfaction. ? The friendliness aspect is most important in lowerlevel jobs with clear duties as well as deadend jobs. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 65 ? The facets that seem to contribute the most to feelings of job satisfaction for most North American workers include: – Mentally challenging work – Adequate pensation – Career opportunities – People (friendly or helpful colleagues) Some Key Contributors to Job Satisfactions Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 61 Emotional Labour ? In some jobs, employees must exaggerate positive emotions while in others they must suppress negative emotions. ? All jobs have their implicit display rules, however, service roles are especially laden with them. ? What are the consequences of the requirement for emotional regulation? Copyright 169。 2023 Pearson