Perception: Satisfaction results from the perception that a job allows for fulfillment of an individual's important work ideas.

Desires: Satisfaction is determined by the extent to which the characteristics of the job allow an individual to meet his or her desires or requirements.

Alignment: Satisfaction results when the expectations of the individual are met.

Traits: Satisfaction is partly a function of stable personal traits.

Treatment: Satisfaction is a function of how fairly individuals are treated at work.

2.

The Outcomes Associated with Job Satisfaction

There are many divergent viewpoints that result in a number of models that provide us insight into understanding job satisfaction. Additionally, countless studies have been completed in attempt to understand the complex and intricate relationships between job satisfaction and attitudinal and behavioral outcomes as well as other organizational variables. As a result of these investigations, we know that job satisfaction is a critical issue in organizations today. This activity is important because the better a manageror future managercan understand job satisfaction (including its causes, correlates, and outcomes), the better armed that manager will be to properly and effectively manage a workforce.

The goal of this exercise is for you to demonstrate your understanding of the various outcomes associated with job satisfaction and how these may manifest as employee attitudes and behaviors.

For this activity, first review the list of eight different outcomes associated with job satisfaction. Then match the outcome category (attitudinal or behavioral) to its corresponding list of associated outcomes by clicking on the category label and dragging it to its matching outcome group. Finally, hover over the name of each employee for a description of the outcome associated with that employee. Click and drag each name to match the outcome on the chart.

Aisha: She is a real go-getter and continuously acheieves her work goals.

Angelo: He goes out of his way to help and encourage his collegues to excel at their jobs.

Katrina: She's feeling sissatisfied with her job, and thinks about what it would be like to work for another company.

Mel: He is really engaged in his role at work and dedicates himself to the projects for which he is responsible.

Mikael: Fed up with the red tape and bureaucracy, he quits his executive-level job and opens his own sandwhich shop.

Diego: Angry over a bad performance review, he begins to spend more time at the office visiting with friends on social media rather than doing her work.

Logan: He's interested in his job helps him stay focused and on task at work without being told to do so by his manager. Su: She has several big deadlines looming, often working at home just to keep up. Feeling overwhelmed, she has been calling in sick more often than she should.

3.

Schwartzs Value Theory

We know that values are important influences in an individual's choices, attitudes, and behaviors. Having an understanding of values is a key piece of information that managers and employees need in order to help them work more effectively with others. For managers in particular, it is important to understand values because they drive the concepts, principles, and activities an employee will be willing to work for.

Values are important for understanding organizational behavior because they influence our behavior across different settings. Schwartz believes that values are motivational and that they "represent broad goals that apply across contexts and time." Values are relatively stable and can influence behavior outside of our awareness. Schwartz proposed that there are ten broad values that guide behavior. He also identified the motivational mechanisms that underlie each value. This activity is important because it is these motivational mechanisms that give values their ability to influence behavior.

The goal of this activity is to match descriptions of employees with values.

Read the description of each employee. Match the employee description to the value it best matches.

Causes of Job Satisfaction Job satisfaction reflects the extent to which an individual likes his or her job. Job satisfaction is not a unitary concept. A person can be relatively satisfied with one aspect of his or her job and dissatisfied with one or more other aspects. The vast research on job satisfaction has generated a host of models and explanations for the causes. Several models of job satisfaction were presented in the reading. The following exercise will have you matching components of the models with the appropriate job satisfaction model. For this activity, roll over the various aspects of job satisfaction in the list on the left and read the description. Next, click and drag the aspects from the list to match the description with the job satisfaction model to which they belong. Aspect list Job satisfaction model Associated aspect Need fulfillment Perception Met expectations Desires Alignment Value attainment Traits Equity Treatment Dispositional/genetic components Employees Categories of outcomes associated with job satisfaction Outcomes of Job Satisfaction Attitudinal Outcomes Motivation Behavioral Outcomes Job involvement Employees Behavioral Outcomes Withdrawal cognitions Aisha Perceived stress Angelo Katrina Job performance Mel Organizational citizenship Mikael Attitudinal Outcomes Counterproductive work Diego Turnover 1 Tradition 2 Hedonism 3 Universalism Security 5 Self-direction 6 Achievement 7 Benevolence 8 Conformity 9 Power 10 Stimulation Match each of the options above to the items below. For Nancy is it important to exhibit social status and prestige and to have control over people and resources. Sam finds personal success through demonstrating competence according to established social standards. Even though she is successful, Sonia's real pleasure is attaining personal gratification and enjoying life. Rick feels that he needs excitement, novelty, and challenge in life to be truly happy. Rick feels that he needs excitement, novelty, and challenge in life to be truly happy. One of the things Kathy likes about her current situation is that it allows independent thought and lets her choose her own goals. Tammy places special importance on understanding and tolerance and on protecting the welfare of all people. For Diego it is important to safeguard the welfare of the people he sees frequently. Bob was brought up to respect and accept the customs and ideas provided by traditional culture or religion. For Andrea it is important to act in a way that will not upset or harm others and will not violate social norms. Sue needs the harmony and stability of personal relationships to feel comfortable