Essays on Organizational Behavior, Job Satisfaction Assumptions on Western and Eastern Cultures Assignment

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The paper "Organizational Behavior, Job Satisfaction Assumptions on Western and Eastern Cultures " is an outstanding example of a management assignment. Job involvement is a crucial attitude aspect that assists in organizational effectiveness maximization. Organizations with greater effectiveness have a higher degree of job involvement. Managers are vested with the role of improving employee behaviors and influencing work-related attitudes so as to develop behavioral changes (O'Reilly & Caldwell 561). The attitude is associated with the impact exhibited by employees behaviorally. Job Involvement determines the degree to which a person is individually involved with her or his work roles.

This attitude is relatively more stable compared to organizational commitment. It is hard to increase job involvement. Therefore, the organization makes attempts to develop organizational commitment more so affective commitment which is crucial in increasing job satisfaction of the employees. Organizational commitment in the perspective of Organizational Behavior and Psychology looks at the psychological attachment of employees to the organization. It can be differentiated from the other work-related attitudes like Job Satisfaction that looks into employee's feelings regarding their work (Hom, Kateberg & Hulin, 285).

Employees also experience a 'sense of oneness' with their firm or company. Affective and normative commitment is related to job satisfaction and job involvement through continuance commitment may not relate these concepts in some sectors like hospitality. It can be established that job involvement, normative commitment, affective commitment, boosts job satisfaction while job involvement influences normative and affective commitment (Gehman & Wiener, 525). As argued by Spector (1997), job satisfaction influences the attitudes of people regarding aspects of their jobs and work in general. Job satisfaction is affected by organizational and personal factors that engender an emotional reaction influencing organizational commitment.

Works Cited

Flagg, Alex. Managing diverse workgroups successfully. United Behavioral Health website (members only section). 2002.

Gechman A S & Wiener Y. Job Involvement and satisfaction as related to mental health and personal time devoted to work. Journal of Applied Psychology, 60, (2005): 521-523.

Hom P W., Kateberg R & Hulin C L, Comparative examination of three approaches to prediction of turnover. Journal of Applied Psychology. 64,(2009): 280-290.

Koonce, Richard. Redefining diversity: It's not just the right thing to do; it also makes good business sense. Training and Development. 2001.

Loysk, Bob. Managing a changing workforce: Acheiving outstanding service with today’s employees. Davie, FL: Workplace Trends Publishing.1996.

O’reilly C A & Candwell D F. Job Choice: The impact of intrinsic and extrinsic factors on subsequent commitment and satisfaction. Journal of Applied Psychology. 65, (2000): 559-565.

Rooselvet Thomas, R. Elements of a successful “diversity” process. The American Institute for Managing Diversity. 2001.

Spector, P. Job Satisfaction: Application, Assessment, Causes and Consequences. California: Sage.1997.

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