Question

Even though organizational behavior focuses on a small number of job attitudes, employees' satisfaction with their place of employment and its leadership has an impact on their loyalty. Match each example below to the job attitude category it best illustrates by dragging and dropping the example into the following table. Job Attitude Example Perceived organizational support Employees view work as an exchange rather than a moral obligation. Power distance Employees achieve higher levels of production because their jobs are interesting Employee engagement Management believes employees should be emotionally attached and not complain. Organizational commitment Employees believe the organization does not care about their cultural values.

Answer 1

Organizational behavior focuses on specific job attitudes that impact employee loyalty. Examples of these job attitudes can be categorized into perceived organizational support, power distance, employee engagement, and organizational commitment.

Step-by-step explanation:

Organizational behavior focuses on a small number of job attitudes that impact employee loyalty. Let's match the examples to the job attitude categories:

Job Attitude Example Perceived organizational support Employees view work as an exchange rather than a moral obligation. Power distance Employees achieve higher levels of production because their jobs are interesting. Employee engagement Management believes employees should be emotionally attached and not complain. Organizational commitment Employees believe the organization does not care about their cultural values.

Answer 2

Job satisfaction is vital to organizational success as it correlates with job performance, employee retention, and organizational citizenship. Improving job satisfaction can lead to better organizational performance and employee well-being. Employers can assess job satisfaction to reflect organizational culture health and leadership effectiveness.

Step-by-step explanation:

Importance of Job Satisfaction

Job satisfaction is an essential aspect within the field of organizational psychology. It is crucial because it is linked to a range of organizational outcomes, including job performance, organizational citizenship, and employee retention. High levels of job satisfaction contribute to life satisfaction and are associated with fewer withdrawal behaviors, like absenteeism and turnover, although this relationship is complex and can be influenced by personality and cultural factors. Employers who invest in measures that improve job satisfaction can potentially see enhancements in organizational performance.

In an organizational setting, attitudes like perceived organizational support or organizational commitment can dictate how employees relate to their work and engage with their roles. For instance, if employees view their relationship with the employer as an exchange — as opposed to a moral obligation — this influences their engagement and loyalty to the company. Similarly, the extent to which employees are treated equitably and feel that their cultural values are considered can affect their commitment to the organization.

Understanding workplace culture and ensuring alignment between employee expectancies and organizational values can aid in positioning one to thrive in their career. Measures of job satisfaction often reflect the health of the culture within an organization and the effectiveness of its leadership. Therefore, it's beneficial for management to routinely assess and strive to improve job satisfaction, thereby enhancing overall productivity and employee well-being.