Organizational behaviour.
(week 2)
On the left, you have the independent variable and on the right a dependent variable.
(A and B)
It could be a positive relationship between them or a negative relationship.
You can discuss OB issues at 3 levels:
1. Individual: personality.
2. Group: leadership, group dynamics.
3. Organization: change, power & conflict.
This whole set of variables which are not independent is organizational behavior in
the workplace.
The effect of genes on personality is larger than the effect of the environment.
Personality
Measurement instruments to measure personality are often problematic.
For example, self-reports can easily be manipulated by people to get what will serve
your purpose best.
For example, an issue with the MBTI measuring instrument is that you can only
answer with yes or no, this causes the outcome of putting people in boxes based on
their answers.
Another personality measurement is the big 5, this has been validated as research
on the contrary to the MBTI.
The Big 5 has a total of 5 answers for every question instead of just yes or no on the
MBTI.
Machiavellianism: ends justify all means, this is a person that just cares about
himself and his goal.
Values
What do we find important and how important do we find these things?
Instrumental values: how will you accomplish your goals?
Terminal values: what would you like to accomplish?
Tip: don’t focus on statistics too much in your presentation.
Don’t make your hypothesis too long and only text; it's boring.
Use a box to the left (independent variable) with an arrow to the box on the right
(dependent variable) It makes your presentation much more enjoyable for your
audience.
(week 3)
,Job attitudes and motivation
When you introduce a variable between A and B (independent and dependant) this
is variable C (mediating). This can also be called the process variable.
The third possibility to build a model is a moderating variable, this would be variable
C as well. This means that a variable would be different for different circumstances,
for example, education, gender or cultural background.
A moderating variable does not directly affect, but it moderates a relationship.
Attitude
Definition 1: (favorable or unfavorable) statements or judgements about objects,
people, events etc.
Definition 2: Attitude is a psychological tendency that is expressed by evaluating a
particular entity with some degree of favor or disfavor.
3 components of attitude:
1. Cognition; what do you hear, perceive, know? (facts)
2. Affect; how do you feel about this? (opinion)
3. Behavior; how do you (intend to) act?
Job satisfaction: antecedents
Job and organisation are by no means the same! People respond differently to job
satisfaction and work environment.
Job satisfaction consists of:
- Content of the job
- Social context (POS, PSS) perceived organisational support, perceived
supervisor support.
- Pay
- Personality
- Corporate social responsibility (bv. how does a company deal with the
environment)
Job satisfaction: consequences
- Exit(-) leaving, voice(+) speak up, loyalty(+) trust in company, neglect(-)
stealing or reporting sick.
- Performance
- Organizational citizenship behaviour (go the extra mile)
- Customer satisfaction
- Absenteeism
- Employee turnover (the speed with which people leave the organization) If
they stay longer it's a negative employee turnover.
- Deviant behavior (rudeness)
, Job satisfaction can be called a mediator between the antecedents (left) and
consequences (right)
Concluding remarks
● Many OB constructs essentially the same.
● Job satisfaction higher in western than eastern cultures?
● The pay-satisfaction relationship is very weak.
● The gap between what managers think employees feel and what and how
they really feel.
● Job is by no means the same as an organization!
Motivation
The process that accounts for an individual’s
Direction (what?) what do you want to accomplish
Intensity (how much?) how much are you willing to do for it
Persistence (how long?) if it gets hard how long are you willing to work for it
of effort toward attaining a goal
● Once a lower need is “substantially satisfied” a higher need will motivate…
● Empirical evidence weak, yet very popular
● Aligns with US culture, but what about other cultures?
self-
actualizati
on
esteem
belonging
safety
physical
Maslov theory
Herzberg’s two-factor theory
To the left there is dissatisfaction and to the right satisfaction.
Factors contributing to job dissatisfaction (hygiene) something that needs to be
satisfied as a minimum requirement.
(week 2)
On the left, you have the independent variable and on the right a dependent variable.
(A and B)
It could be a positive relationship between them or a negative relationship.
You can discuss OB issues at 3 levels:
1. Individual: personality.
2. Group: leadership, group dynamics.
3. Organization: change, power & conflict.
This whole set of variables which are not independent is organizational behavior in
the workplace.
The effect of genes on personality is larger than the effect of the environment.
Personality
Measurement instruments to measure personality are often problematic.
For example, self-reports can easily be manipulated by people to get what will serve
your purpose best.
For example, an issue with the MBTI measuring instrument is that you can only
answer with yes or no, this causes the outcome of putting people in boxes based on
their answers.
Another personality measurement is the big 5, this has been validated as research
on the contrary to the MBTI.
The Big 5 has a total of 5 answers for every question instead of just yes or no on the
MBTI.
Machiavellianism: ends justify all means, this is a person that just cares about
himself and his goal.
Values
What do we find important and how important do we find these things?
Instrumental values: how will you accomplish your goals?
Terminal values: what would you like to accomplish?
Tip: don’t focus on statistics too much in your presentation.
Don’t make your hypothesis too long and only text; it's boring.
Use a box to the left (independent variable) with an arrow to the box on the right
(dependent variable) It makes your presentation much more enjoyable for your
audience.
(week 3)
,Job attitudes and motivation
When you introduce a variable between A and B (independent and dependant) this
is variable C (mediating). This can also be called the process variable.
The third possibility to build a model is a moderating variable, this would be variable
C as well. This means that a variable would be different for different circumstances,
for example, education, gender or cultural background.
A moderating variable does not directly affect, but it moderates a relationship.
Attitude
Definition 1: (favorable or unfavorable) statements or judgements about objects,
people, events etc.
Definition 2: Attitude is a psychological tendency that is expressed by evaluating a
particular entity with some degree of favor or disfavor.
3 components of attitude:
1. Cognition; what do you hear, perceive, know? (facts)
2. Affect; how do you feel about this? (opinion)
3. Behavior; how do you (intend to) act?
Job satisfaction: antecedents
Job and organisation are by no means the same! People respond differently to job
satisfaction and work environment.
Job satisfaction consists of:
- Content of the job
- Social context (POS, PSS) perceived organisational support, perceived
supervisor support.
- Pay
- Personality
- Corporate social responsibility (bv. how does a company deal with the
environment)
Job satisfaction: consequences
- Exit(-) leaving, voice(+) speak up, loyalty(+) trust in company, neglect(-)
stealing or reporting sick.
- Performance
- Organizational citizenship behaviour (go the extra mile)
- Customer satisfaction
- Absenteeism
- Employee turnover (the speed with which people leave the organization) If
they stay longer it's a negative employee turnover.
- Deviant behavior (rudeness)
, Job satisfaction can be called a mediator between the antecedents (left) and
consequences (right)
Concluding remarks
● Many OB constructs essentially the same.
● Job satisfaction higher in western than eastern cultures?
● The pay-satisfaction relationship is very weak.
● The gap between what managers think employees feel and what and how
they really feel.
● Job is by no means the same as an organization!
Motivation
The process that accounts for an individual’s
Direction (what?) what do you want to accomplish
Intensity (how much?) how much are you willing to do for it
Persistence (how long?) if it gets hard how long are you willing to work for it
of effort toward attaining a goal
● Once a lower need is “substantially satisfied” a higher need will motivate…
● Empirical evidence weak, yet very popular
● Aligns with US culture, but what about other cultures?
self-
actualizati
on
esteem
belonging
safety
physical
Maslov theory
Herzberg’s two-factor theory
To the left there is dissatisfaction and to the right satisfaction.
Factors contributing to job dissatisfaction (hygiene) something that needs to be
satisfied as a minimum requirement.
