Vitality and occupational health - Job satisfaction, motivation and performance
6 important questions on Vitality and occupational health - Job satisfaction, motivation and performance
Two approaches t conceptualizing job satisfaction:
- Global satisfaction: focussing on workers overall attitude toward their jobs
- Facet job satisfaction: focussing on attitudes towards specific aspects of their jobs The Job Descriptive Index for example focuses on work tasks, supervision, co-workers, pay and promotional opportunities.
Dimensions of job performance:
- Task performance: extent to which workers effectively engage in the job duties formally identified in their job description
- Organizational citizenship behavior: behaviours not formally included in the description that are nonetheless helpful to the organization as a whole or to individual people at work
- Counterproductive work behavior: behaviours that workers engage in for the purpose of harming their organization as a whole or individual people at work
4 opposing theoretical perspectives on the relationship between job satisfaction and task performance relation:
- Satisfaction causes performance
- Performance causing satisfaction
- Satisfaction-performance relation is bidirectional
- Satisfaction-performance relation is not causal
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Longitudinal research on the satisfaction-performance relation:
- Given that experimental designs are impractical, the most rigorous design available to test the causal nature of the satisfaction-performance relation involves the use of longitudinal data, in which satisfaction and performance are measured on two or more occasions
- The strength of longitudinal studies is that causes must come before their effects
- The findings of longitudinal studies are inconsistent
Tests of the spuriousness hypothesis:
- Even longitudinal studies provide less-than-perfect tests of causal relations, as they fail to control for third variables that might create a spurious relation between satisfaction and performance
- This is a point for future research
What strengthens the relation between job satisfaction and job performance:
- Reward contingency:
- rewards closely match performance (when high)
- relation has been found to be higher in high-reward contingency situation
- Job complexity:
- relation is usually stronger among workers employed in high-complexity jobs than among those employed in low-complexity jobs
- Creative job demands:
- High job satisfaction is more likely in creative jobs than in non-creative jobs
- Such thinking is likely to contribute to effective performance
- Interpersonal job demands:
- Satisfaction and performance may be more strongly related to each other within jobs requiring more interpersonal interaction.
- Stronger job satisfaction-performance relation for social jobs exists
The question on the page originate from the summary of the following study material:
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