MGMT 3611 Chapter 6
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Schwartz's Value Theory
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values are motivational in that they represent broad goals that apply across context and time. 10 broad values that guide behavior 1- power 2- achievement 3- hedonism 4- stimulation 5- self-direction 6- universalism 7- benevolence 8- tradition 9- conformity 10- security
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power
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schwartz's value theory social status and prestige, control or dominance over people and resources (social power, authority, wealth)
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achievement
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schwartz's value theory personal success through demonstrating competence according to social standards (successful, capable, ambitious, influential)
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hedonism
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schwartz's value theory pleasure and sensuous gratification for oneself (pleasure, enjoying life)
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stimulation
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schwartz's value theory excitement, novelty, and challenge in life (daring, a varied, an exciting life)
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self-direction
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schwartz's value theory independent thought and action choosing, creating, exploring (creavity, freedom, independent, curious, choosing own goals)
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universalism
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schwartz's value theory understanding, appreciation, tolerance, and protection of the welfare of all people and of nature (broadminded, wisdom, social justice, equality, a world at peace, a world of beauty, unity with nature, protecting the environment)
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benevolence
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schwartz's value theory preservation and enhancement of the welfare of people with whom one is in frequent personal contact (helpful, honest, forgiving, loyal, responsible)
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tradition
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schwartz's value theory respect, commitment, and acceptance of the customs and ideas that traditional culture or religion provides the self (humble, accepting my portion in life, devout, respect for tradition, moderate)
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conformity
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schwartz's value theory restraint of actions, inclinations, and impulses likely to upset or harm others and violate social expectations or norms (politeness, obedient, self-discipline, honoring parents and elders)
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security
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schwartz's value theory safety, harmony, and stability or society, of relationships, and of self (family, security, national, security, social order, clean, reciprocation of favors)
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intrapersonal, interpersonal, and individual-organization value conflict
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value conflicts related to attitudes, job satisfaction, turnover, performance, and counterproductive behavior
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intrapersonal value conflict
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from inside the person
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interpersonal value conflict
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between people
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individual-organization value conflict
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between the person and the organization
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value similarity
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____ ______ relates to the degree of consensus among family members about family valus
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value congruence
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____ _____ involves the amount of value agreement between employee and employer
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attitude
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learned predisposition toward a given object
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affective component
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the feelings or emotions one has about an object or situation
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cognitive component
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the beliefs or ideas one has about an object or situation
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behavioral component
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how one intends to act or behave toward someone or something
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cognitive dissonance
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psychological discomfort experienced when attitudes and behavior are inconsistent
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methods to reduce cognitive dissonance
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1-change your attitude or behavior, or both 2-belittle the importance of inconsistent behavior 3-find consonant elements that outweigh dissonant ones
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factors of middle-age attitude stability
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1-greater personal certainty 2-perceived abundance of knowledge 3-a need for strong attitudes
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Ajzen's Theory of Planned Behavior
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shows three separate but interacting determinants of one's intention to exhibit a specific behavior
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attitude towards behavior
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Ajzen's theory of planned behavior refers to the degree to which a person has a favorable or unfavorable evaluation or appraisal of the behavior in question
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subjective norm
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Ajzen's theory of planned behavior refers to the perceived social pressure to perform or not to perform the behavior
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perceived behavior control
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Ajzen's theory of planned behavior refers to the perceived ease or difficulty of performing the behavior and it is assumed to reflect past experience as well as anticipated impediments and obstacles
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organizational commitment
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extent to which an individual identifies with an organization and its goals
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components of organizational commitment
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1- affective commitment 2- normative commitment 3- continuance commitment
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affective commitment
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refers to the employee's emotional attachment to, identification with, and involvement in the organization employees continue employment because they WANT to
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continuance commitment
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refers to an awareness of the costs associated with leaving the organization employees continues employment because they NEED to
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normative commitment
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reflects a feeling of obligation to continue employment employees continue employment because they feel they OUGHT to
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psychological contracts
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an individual's perception about the terms and conditions of a reciprocal exchange with another party
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employee engagement
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extent to which employees give it their all at work includes feelings of urgency, being focused, intensity, and enthusiasm
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job satisfaction
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An affective or emotional response to one's job
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met expectations
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the extent to which one receives what he or she expects from a job
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value attainment
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the extent to which a job allows fulfillment of one's work values
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organizational citizenship behaviors (OCBs)
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employee behaviors that exceed work-role requirements
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counterproductive work behaviors (CWBs)
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types of behavior that harm employees and the organization as a whole
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withdrawal cognitions
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overall thoughts and feelings about quitting a job
