組織行為學(xué)研究onattitudesandjobsatisfaction-資料下載頁
2024-10-16 03:50本頁面
【正文】 tisfaction expressed through behavior directed toward leaving the anization. ? Voice ? Dissatisfaction expressed through active and constructive attempts to improve conditions. ? Loyalty ? Dissatisfaction expressed by passively waiting for conditions to improve. ? Neglect ? Dissatisfaction expressed through allowing conditions to worsen. Exit and neglect behaviors enpass our performance variables (productivity, absenteeism, and turnover). Voice and loyalty are constructive behaviors that allow individuals to tolerate unpleasant situations or to revive satisfactory working conditions. responses to job dissatisfaction NEGLECT LOYALTY EXIT VOICE Destructive Constructive Passive Active job satisfaction amp。 job performance When satisfaction and productivity data are gathered for the anization as a whole, we find that anizations with more satisfied employees tend to be more effective than anizations with fewer satisfied employees. job satisfaction amp。 anizational citizenship behavior (OCB) Satisfied employees would seem more likely to talk positively about the anization, help others, and go beyond the normal expectations in their job. More recent evidence however, suggests that satisfaction influences OCB, but through perceptions of fairness. job satisfaction amp。 customer satisfaction ? The evidence indicates that satisfied employees increase customer satisfaction and loyalty. ? Dissatisfied customers can increase an employee’s job dissatisfaction. job satisfaction amp。 absenteeism A consistent negative relationship between satisfaction and absenteeism, but the correlation is moderate to weak. job satisfaction amp。 turnover Satisfaction is also negatively related to turnover, but the correlation is stronger than what we found for absenteeism. Evidence indicates that an important moderator of the satisfactionturnover relationship is the employee’s level of performance. Level of satisfaction is less important in predicting turnover for superior performers. job satisfaction amp。 workplace deviance ? Job dissatisfaction predicts a lot of specific behaviors, including unionization attempts, substance abuse, stealing at work, undue socializing, and tardiness. ? If employers want to control the undesirable consequences of job dissatisfaction, they had best attack the source of the problem – dissatisfaction – rather than trying to control the different responses. THE END any clarifications?
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