1 Psycholo gy Applied to Work Chapter 10

1 Psycholo gy Applied to Work® Chapter 10 AFFECT, ATTITUDES, AND BEHAVIOR AT WORK

Learning Objectives Explain the role of affect, moods, and emotions in the workplace. Explain the organizational attitudes of job satisfaction, work commitment, employee engagement, and organizational justice. Understand the concepts of organizational citizenship behavior and counterproductive work behavior and their relationships to other concepts. Understand the concept of organizational politics. Understand the concept of the psychological contract in employment and its changing nature. Psychology Applied to Work® 2

Affect, Moods, and Emotions Affect - broad range of feelings described along positive-negative continuum Moods - general and relatively long lasting Emotions - discrete, short, and target-specific Psychology Applied to Work® 3

Emotions Five Categories Positive Negative Existential "Nasty" Empathetic Psychology Applied to Work® 4

Emotions (cont’d) Key Concepts Emotional Labor - surface vs. deep acting Emotion Regulation - attempts to modify one's emotions Emotional Intelligence - ability to recognize and control emotions; controversial Emotional Contagion - conscious and unconscious emotion synchronization Psychology Applied to Work® 5

Broaden-and-Build Theory of Positive 6 Emotions Psychology Applied to Work®

Job Attitudes Job Satisfaction Work 7 Commitment Employee Engagement Organizational Psychology Applied to Work® Justice

Job Satisfaction Internal evaluation of job favorability Broad differences in satisfaction Can measure at two levels: Global job satisfaction Job facet satisfaction Sample measures Job Descriptive Index Minnesota Satisfaction Questionnaire Psychology Applied to Work® 8

Job Satisfaction (cont’d) Brief’s Model of Job Satisfaction Positive-negative dimension vs. objective job circumstances Psychology Applied to Work® 9

Job Satisfaction (cont’d) 10 Judgments embedded in a relative context (links to sensation and perception research) Honeymoon-hangover effect: possibility of a "set point" for job satisfaction Key relationships Correlations of personality with satisfaction Relationship between satisfaction and job-related criteria Relationship between satisfaction and withdrawal behavior Psychology Applied to Work®

Work Commitment Allegiance or loyalty to work - bonds reflecting dedication to and responsibility for one's work Four types of bonds Psychology Applied to Work® 11

Work Commitment (cont’d) Tripartite view of commitment Affective Continuance Normative Targets of work commitment Relationships with work-related constructs Psychology Applied to Work® 12

Employee Engagement Three dimensions Vigor Dedication Absorption Distinct yet counter to burnout Burnout: emotional exhaustion, cynicism, reduced personal accomplishment Engagement more cognitive; burnout more emotional Psychology Applied to Work® 13

Organizational Justice Fair treatment of people in organizations Typologies of organizational justice Psychology Applied to Work® 14

Behaviors Organizational Citizenship Behavior Counterproductive Work Behavior Organizational Politics Psychology Applied to Work® 15

Organizational Citizenship Behavior Contributing to the organization’s welfare by going beyond duties 5 main dimensions to citizenship behavior: Altruism Conscientiousness Courtesy Sportsmanship Civic virtue Psychology Applied to Work® 16

Organizational Citizenship Behavior (cont’d) Motives for employees to engage in citizenship behaviors "do good" - good soldiers "look good" - good actors Origins of organizational citizenship behavior Dispositional Situational antecedents Cautionary statements regarding organizational citizenship behaviors Psychology Applied to Work® 17

Counterproductive Work Behaviors harmful to employees or the organization Categories of deviant behavior Verbal Physical Sabotage Severity (minor/major) Recurrence (one time/ongoing) Visibility (overt/covert) Work-directed Workplace homicide Psychology Applied to Work® 18

Counterproductive Work Behavior (cont’d) 19 "Thermodynamics of revenge" Employee heats up then cools down in one of several forms: Venting Dissipation Fatigue Explosion Psychology Applied to Work®

Counterproductive Work Behavior (cont’d) 20 Workplace bullying Low performers vs. excellent performers Organization's policies and practices Bad applies vs. bad barrels Spiraling effect of incivility Cyberaggression and cyberbullying Psychology Applied to Work®

Organizational Politics Behaviors driven by self-interest Who gets what, when, and how Positive, neutral, and negative views of politics Political games in organizations Budgeting game Expertise game Rival camps game Psychology Applied to Work® 21

Organizational Politics (cont’d) Four components of political skill Social astuteness Interpersonal influence Building networks and forming coalitions Projected virtue Responses to politics Stress Turnover intentions Work attitudes Psychology Applied to Work® 22

The Psychological Contract Founded on concepts of mutuality and reciprocity Types of contracts: Transactional contracts (short-term) Relational contracts (long-term) Symmetrical vs. asymmetrical power Psychology Applied to Work® 23

The Psychological Contract (cont’d) 24 Psychology Applied to Work®

The Psychological Contract (cont’d) 25 Violations of the psychological contract (consequences) Sequential pattern of employee responses to violations Move from relational to transactional Voice Silence Retreat Destruction Exit Psychology Applied to Work®