Organizational commitment
-is the extent to which an employee identifies with the organization and its goals and want to stay by: 1. Affective commitment- a positive emotional attachment to the organization and strong identification with its values and goals.
Is the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization?
–
Organizational Commitment
– The degree to which an employee identifies with a particular organization and its goals, and wishes to maintain membership in the organization.
When an employee believes the organization they work values their contributions and cares about their well being is called?
Perceived organizational support (POS)
represents the degree to which employees believe that their organization values their contributions and cares for their wellbeing (Eisenberger et al., 1986).
What type of turnover can be influenced by high unemployment rates and other external factors?
External factors including high unemployment rates can influence
voluntary turnover
. 2.
Is the extent to which an employee identifies with and is involved with an organization?
The extent to which an employee identifies with and is involved with an organization. Many job-related attitudes have been studied by psychologists, but the two most commonly studied are
job satisfaction
and organizational commitment. These are highly correlated and result in similar employee behaviors.
How employees can express dissatisfaction in an organization?
The EVLN model identifies
four
different ways that employees respond to dissatisfaction: Exit. It includes leaving the organization, transferring to another work department (or unit) or trying to get away from the dissatisfying situation.
What are the three major job attitudes?
The major job attitudes are
job satisfaction, job involvement, and organizational commitment
. They are all alike by either really liking their job or really hating it. Job satisfaction describes a positive feeling about a job.
How does psychology contribute to organizational Behaviour?
The use of psychology focuses on
psychological and organisational research and theory to find ways to enhance organisational effectiveness
. The use of this discipline examines the lives of employees at work in an attempt to measure, explain and sometimes change the behaviour of employees within the organisation.
Which of these are current challenges for OB?
- Improving Peoples’ Skills.
- Improving Quality and Productivity.
- Total Quality Management (TQM).
- Managing Workforce Diversity.
- Responding to Globalization.
- Empowering People.
- Coping with Temporariness.
- Stimulating Innovation and Change.
What is job involvement in organizational behavior?
Job involvement refers to
a state of psychological identification with work
—or the degree to which a job is central to a person’s identity. From an organizational perspective, it has been regarded as the key to unlocking employee motivation and increasing productivity.
Which of the following is the degree to which an employee identifies with the organization and wants to continue actively participating in it?
Employee commitment
is as the degree to which an employee identifies with the organization and wants to continue actively participating in it. Commitment is one of the important consequences of perceived organizational support. Organizational support is studied as something that is perceived by an employee.
Which of the following actions best represents Kelly’s high job involvement?
Higher job involvement is reflected by a
person’s participation in team activities
, and willingness takes additional job responsibilities. Here, Kelly’s job involvement is indicated by her involvement in team activities, and asking for additional work to learn new knowledge and skills.
Is an individual’s involvement with satisfaction with and enthusiasm for the work the individual does?
–
Employee engagement
:An individual’s involvement and satisfaction with, and enthusiasm for, the work he or she does.
What contributes to high turnover?
Most voluntary turnover is caused by people seeking—in no particular order—
more money, better benefits
, an improved work/life balance, more opportunities to progress in their careers, time to address personal issues like health problems or relocations, increased flexibility, or to escape a toxic or ineffective manager …
What was the most common involuntary turnover reason?
For example, one of the main causes of involuntary turnover is that
new employees do not digest and apply the training they are given in a satisfactory manner
; aptitude and skills tests can predict learning ability and the likelihood that an applicant will successfully complete training.
What are the factors affecting employee turnover?
There are six factors affecting employees’ turnover intention being selected from previous research, which are
colleague relations, organizational commitment, organizational justice, organizational reputation, communication, and organizational politics
.
