Law 19983 on

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Psychological empowerment: employees’ beliefs in the degree to which they affect their work environment, their competence, the meaningfulness of their job and their perceived autonomy in their work. 

Perceived organizational support (POS):the degree to which employees believe an organization values their contribution and cares about their well-being.

Power Distance: the degree to which people in a country accept that power in institutions and organizations is distributed unequally. 

Employee engagement:an individual’s involvement with, satisfaction with, and enthusiasm for the work he or she does.

Measuring job satisfaction:

Two approaches: single global rating and summation of job facets.

-The single global ratingis a response to a one question, such as “All things considered, how satisfied are you with your job?” Circle from 1 to 5 on a scale from highly satisfied to highly dissatisfied. 

-The summation of job facets:identifies key elements like supervision, pay, promotion opportunities and relationships with co-workers. Respondents rate these on a standardized scale.

What causes job satisfaction?

·Satisfaction variables:job security, insurance, management style, coworker relationships, mentally challenging work, economic compensation, location, promotional opportunity.

Core Self evaluations (CSEs):people who believe in their inner worth and basic competence. Bottom-line conclusions individuals have about their own capabilities, competence and worth as a person.

Corporate Social Responsibility(CSR):an organization’s self-regulated actions to benefit society or the environment beyond what is regulated by law. 

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