Final answer:
The term 'Job engagement' describes psychological involvement in professional tasks, being a distinct concept from job satisfaction, motivation, and performance. Factors such as work content highly influence job satisfaction, and organizational psychology measures it. Job confidence is termed self-efficacy, congruence refers to alignment between self-concept and behavior, and unequal values in jobs relate to occupational prestige.
Step-by-step explanation:
Understanding Job Satisfaction and Job Engagement
The term that refers to being psychologically involved in, connected to, and committed to getting one's job done is b) Job engagement. Job engagement is a concept that reflects the dedication and enthusiasm of an employee towards their work. It is distinctively different from terms like job satisfaction, which is the degree of contentment an individual feels with their job, or job motivation, which is the driving force behind an individual's willingness to work and achieve. Job performance, on the other hand, is the evaluation of how well an employee performs their job duties.
Factors Influencing Job Satisfaction
The most strongly predictive factor of overall job satisfaction is surprisingly not financial rewards, but d) work content. Work content includes the actual tasks and responsibilities of the job, and how engaging and meaningful these tasks are to an employee. The field of Industrial-Organizational Psychology, particularly b) organizational psychology, measures job satisfaction. Understanding job satisfaction is essential because it is correlated with job performance, and higher job satisfaction is linked to behaviors that further organizational goals. As for self-perception, one's level of confidence in their own abilities is known as a) self-efficacy. Finally, congruence is the concept where people's ideas about themselves should align with their actions, formally referred to as d) congruence.
Understanding Occupational Prestige and Organizational Membership
Occupational prestige suggests that jobs are b) not equally valued, implying a hierarchy of social status based upon one's profession. When individuals join utilitarian organizations, they typically do so b) because they receive a tangible benefit from joining, such as financial compensation, professional development, or health benefits.