OBCH3

An employee's personal convictions about what outcomes one should expect from work and how one should behave at work.
Such as sense of accomplishment, social recognition, and an exciting life.
Behaviors: imaginative, ambitious, obedient, respectful

reflect what people are trying to achieve through and at work.

Intrinsic work values & Extrinsic work values

Employers must motivate employees based on work values. (more pay or more interesting work?)

Employees that want challenging work that provide them with autonomy and responsibility. Value feature of the work itself

intersting work, challenging work, learning new things, being creative.

Values related to the consequences of work. Primary reason to work is to earn money. Or job's status in the organization


high pay, benefits, security, time with family, social contacts

One's personal convictions about what is right and wrong.. will it benefit or harm others?

3 Types:
Utilitarian Values: GREATEST good
Moral Rights Values: protect rights such as freedom, safety & privacy
Justice Values: allocate benefit & harm fairly

Set of formal rules and standards based on ethical values of what is right and wrong that employees use to make decisions.

Whistleblower- the one who reports of the wrongdoing or illegal behavior.

Sarbanes Oxley Act does not substitute a code of ethics, it enforces businesses to have one.

Collections of feelings, beliefs, and thoughts about how to behave in one's job and organization.
More specific than work values & are not as long lasting.
attitudes change, values remain stable.

TWO work attitudes:
Job satisfaction & Organizational Commitment

feelings (affective component), beliefs (cognitive), thoughts about how to behave (behavorial component).

Collection of feelings and beliefs that people have about their current jobs.

Collection of feelings and beliefs that people have about their organization as a whole.

How people feel at the time they actually perform their jobs. Can change from hour to hour or minute to minute.

Determined by:
personality
work situation
circumstances outside of work

By both their personalities and the specific situation.

Rude interpersonal behaviors reflective of a lack of regard and respect for others.

less face-to-face and more phone convo has resulted in manager/employees being uncivil and rude to one another.

States of feeling that are often intense, last for only a few minutes and are clearly directed at (and caused by) someone or some circumstance.

Over time, emotions can feed into moods.
Positive emotions: joy, pride, relief, hope
Negative emotions: anger, anxiety, fear, guilt, sad envy

Need to manage emotions to complete job duties successfully.

Ex. flight attendants

governed by display rules:
feeling rules & expression rules

Feeling rules: dictate appropriate and inappropriate feelings for a particular setting.
Ex. funeral directors

Expression rules: dictate what emotions should be expressed and how they should be expressed in a particular setting.
Ex. professors are expected to be enthusiastic

Shows that one person can "catch" or "be infected by" the emotions of another person.