Employees who fail to show up for work as
scheduled.
Feelings and beliefs that largely determine how
employees will perceive their environment.
Attitudes that consist of feelings, thoughts, and
intentions to act.
Those
questions presented in an interview or survey format which direct the
respondent to simply select and mark the answers that best represent their own
feelings.
Degree to which employees immerse themselves in
their jobs, invest time and enrgy in them, and view work as a central part of
their overall lives.
Set of favorable feelings with which employees view
their work.
Procedure by which employees report their feelings
toward their jobs and work environment.
Level of job satisfaction within a group.
Interview or survey format in which employees
respond in their own words to express their feelings, thoughts, and intentions.
Employees who engage in discretionary positive
social acts that promote the organization's success, such as volunteering their
efforts, sharing their resources, or cooperating with others.
The degree to which an employee identifies with the
organization and wants to continue actively participating in it.
Flow model that shows the directional relationship
between performance and satisfaction.
Emotional detachment from one's job, such as
engaging in daydreaming.
Capacity of a survey instrument to produce
cconsistent results.
Providing answers which aree believed to be desired
by the questioner or those which are generally accptable in society.
Overestimating the importance of challenge in their
job because they think that is what society values can be controlled.
That occurs in both directions between job and life
satisfaction.
Arriving late for work.
Rate at which employees leave an organizations.
Capacity of a survey instrument to measure what it
claims to measure.
