Positive Employee Attitudes & Behaviors

Transcription

1 2/16/18 Positive Employee Attitudes & Behaviors Three basic types of positive worker behavior and attitudes Employee engagement Job satisfaction Organizational commitment 3 Having interest, energy, and dedication for one s work Increased when work supports autonomy, task variety/identity, and flow Flow becoming lost in an activity Time just flies by Occurs when task is Intrinsically rewarding Fairly challenging 4 1

2 Other factors that encourage engagement Perceiving supervisors and organization as fair and supportive Being recognized and rewarded for high performance Perceiving work as being meaningful Contributing to something greater 5 Imagine you re running a trucking company What could your company do to increase engagement? Increasing Autonomy? Task variety? Flow? 6 Feelings and attitudes about one s job Positive or negative Global Approach: How do you feel about your job in general? Facet Approach: How do you feel about specific aspects of your job? Compensation Day-to-day tasks Working conditions Etc 7 2

3 Global Approach: Even a single-item measure works well for assessing job satisfaction On a scale from 0 (not at all) to 10 (extremely), how satisfied are you with your job? Just this can predict Job performance Absenteeism Turnover 8 Facet Approach: Gives information on why, specifically, someone is satisfied or not Some facets may be more important than others for a given job or person What facet is most rewarding for a CEO vs. EMT? Compensation/status Helping others 9 Many companies use standardized surveys Gain advantages of facet approach without the time or cost of developing new measures Most common surveys Minnesota Satisfaction Questionnaire (MSQ) Assesses 20 job facets (task variety, job responsibilities, opportunities for advancement, etc ) 10 3

4 Mark down how satisfied you are with your job using the following scale 1 = Not satisfied à 5 = Extremely satisfied 1. The chance to do different things from time to time 2. The praise I get for doing a good job 3. The chance to do things for other people 4. The chance to make use of my abilities 5. The freedom to use my own judgment 11 Many companies use standardized surveys Gain advantages of facet approach without the time or cost of developing measures Most common surveys Minnesota Satisfaction Questionnaire (MSQ) Assesses 20 job facets (task variety, job responsibilities, opportunities for advancement, etc ) Job Descriptive Index (JDI) Assesses 5 job facets (job tasks, supervision, pay, promotions, coworkers) Shorter and easier to collect; Most widely used 12 In the blank beside each word, write Y for Yes, this describes my job or N for No, this doesn t describe my job Pleasant Waste of time Describing the people with whom you work Responsible Stupid Describing supervision... Supportive Hard to please 13 4

5 Both are freely available online Minnesota Satisfaction Questionnaire (MSQ: Developed by University of Minnesota ( ) Descriptive Index (JDI): Developed by Smith, Kendall and Hulin (1969) /A-Measure-of-Job-Satisfaction1.pdf 14 Many outside factors affect job satisfaction Pre-employment expectations Level of fit between worker and company An individual s personality characteristics 15 Research finds identical twins tend to be extremely similar in job satisfaction Regardless of what job they re each in Indicates job satisfaction is affected by our inherited personalities (i.e., genes) Heritability of job satisfaction: 30 40% What personality factors affect job satisfaction? 16 5

6 Job satisfaction related with Extraversion Introverts are likely to be disatisfied with highly interpersonal or collaborative work Extroverts likely to be disatisfied with solitary work Neuroticism Neurotics tend to be generally disatisfied in any job Dispositional happiness 17 Myers-Briggs Type Inventory (MBTI) Used to determine occupational fit (skills, satisfaction) Most popular employee personality scale Used at most high schools and colleges (including UCM) Used at 90% of top U.S. companies 18 However, the MBTI has not been shown to reliably predict Occupational success Job satisfaction Stable personality traits Life outcomes Etc. 65% of people who take the MBTI twice in one month Are assigned completely different personality types! 21 6

7 The MBTI is based on bad theory! Based on old theories by Carl Jung, which were later discredited But, it yields convincing personality You are warm, empathetic, responsive and responsible. You are highly attuned to the needs of others. You find potential in everyone and want to help Why is this convincing for just about everyone? Because it s overwhelmingly positive! 22 MBTI types are basically horoscopes Vague Descriptive of vast majority of people Overwhelmingly positive Known as Barnum Effect or Forer Effect 23 7