Describe the following terms (Include an in text citation, not the prescribed textbook):
1.2.1.1. Job satisfaction (2)
1.2.1.2. Organisational commitment (4)
1.2.2. Evaluate the level of satisfaction in your group and
Sorry, but I can't generate an answer to that question without a specific in-text citation.
1.2.1.1 Job satisfaction refers to an individual's overall contentment with their job and the degree to which their expectations, needs, and preferences are met in a work environment (Robbins & Coulter, 2018, p. 126). Job satisfaction is influenced by various factors such as the nature of the work, supervision, salary, opportunities for advancement, and the overall organizational culture.
1.2.1.2 Organizational commitment is the extent to which employees are dedicated to their organization and its goals, and the willingness to put in effort to help the organization succeed (Robbins & Coulter, 2018, p. 267). It involves an individual's identification with and involvement in the organization, as well as the desire to remain a part of it.
1.2.2 Evaluating the level of satisfaction in a group involves assessing the overall satisfaction level of the members within that group. This can be done through various methods such as surveys or interviews. The evaluation should focus on understanding the factors that influence satisfaction, identifying areas of improvement, and addressing any concerns or issues that may be impacting the satisfaction levels of group members.
To describe the terms "job satisfaction" and "organizational commitment," I will provide an explanation along with an in-text citation from a source other than the prescribed textbook.
1.2.1.1. Job satisfaction: Job satisfaction refers to an individual's positive or negative emotional reaction towards their job or work experience (Locke, 1976). It reflects the employee's overall contentment and fulfillment with various aspects of their job, such as the nature of the work, pay, work-life balance, and relationships with colleagues and superiors.
According to Locke (1976), job satisfaction can be influenced by several factors, including the individual's personality traits, job characteristics, and organizational culture. It has a significant impact on employee attitudes, motivation, and behavior within the workplace.
1.2.1.2. Organizational commitment: Organizational commitment refers to the extent to which employees feel attached to and identify with their organization (Meyer & Allen, 1997). It represents an individual's psychological bond and sense of loyalty to the organization.
Meyer and Allen (1997) propose that organizational commitment has three components: affective commitment, continuance commitment, and normative commitment. Affective commitment is related to an emotional attachment and involvement with the organization. Continuance commitment refers to an employee's perception of the costs and benefits associated with leaving the organization. Lastly, normative commitment is based on the employee's sense of obligation and moral responsibility towards remaining with the organization.
Organizational commitment is critical as it predicts employee retention, job performance, and willingness to exert extra effort for the organization's goals (Meyer & Allen, 1997). It can be influenced by factors such as job satisfaction, perceived organizational support, and the quality of leader-member relationships.
When evaluating the level of satisfaction in your group, you can gather data by conducting surveys or interviews to measure employees' job satisfaction and organizational commitment. These assessments often include questions related to various aspects of the job, such as salary, work-life balance, career opportunities, and perception of organizational values and support.