Work Values & Perception
Work Values Value: Sense of what is important; somethings are more important than others.

Extrinsic Values – physical environment; upper management; co workers; pay; benefits; job security

Intrinsic Values – promotability, overtime, nature of work itself (do you fit the work itself?)

Generational Differences – has a lot of implications in the workplace

Trade-off effect for valuing extrinsic over intrinsic

Moods:
-Causes
-events that are positive/negative (being hungry) -weather
-Effects
-affects your performance and the people around you performance
Work attitude – collection of feelings, beliefs, and thoughts about the job or organization.

Job satisfaction - most studied phenomenon in the field of organizational behavior.

Causes?
Extrinsic – pay, feedback, schedule
Intrinsic – contribution to the company, fulfillment to the company
Effects of job satisfaction – Absenteeism – yes and no ( if you are sick no, if you miss one day then yes) Tardiness – Turnover – Huge impact. If you don’t like the job, you will not want to stay. OCB (Organizational Citizenship Behavior) – (Doing things you don’t have to do) Heart Diseases – Yes Stress – Yes

What determines job satisfaction?

Four Factors: 1. Personality 2. Intrinsic & Extrinsic characteristics 3. Intrinsic vs. Extrincis values 4. Peer influences
Discrepancy model of job satisfaction -People have an ideal job -If you have high expectations and they aren’t met, lower them. -If you can’t meet your expectations, lower them.
Steady state theory – Job satisfaction is at steady state
Changes to job satisfaction levels are temporary (Levels may raise if job satisfaction is good or lower if it’s bad, but it always goes back to normal state)
Organizational Commitment -Chief Outcomes -Multidimensional commitment