Chapter3

Attitudes and Job Satisfication

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Attitudes
Attitudes are evaluative statementseither
favorable or unfavorable concerning objects,
people, or events.
They reflect how one feels about something.
I like my job.

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Attitudes
What are the main components of attitudes
How consistent are attitudes
Does behavior always follow from attitudes
What are the major attitudes
How are employee attitudes measured
What is the importance of attitudes to workplace
diversity

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What are the main components of attitudes
Cogniyive component
The opinion or belief segment of an attitude.
Affective component
The emotional or feeling segment of an attitude.
Behavioral component
An intention to behave in a certain way toward
someone or something.

In organization, attitudes are important because

of their behavioral component.
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 How consistent are attitudes
Cognitive dissonance
Any incompatibility between two or more attitudes or
between behavior and attitudes.
Festinger argued that any form of inconsistency
in uncomfortable and that individuals will attempt
to reduce the dissotency and, hence, the
discomfort.
No individual can completely avoid dissonce.
So how do people cope

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 The desire to desire reduce dissonce would be
determined by
The importance of the elementscreating the
dissonance.
The degree of influence the individual believes he or
she has over the elements.
The rewards that may be involved in dissonance.

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Does behavior always follow from attitudes
The assumed relationship between attitudes and
behavior was challenged by a review of the
research in the late 1960s.
The most powerful moderators of the attitudes-
behavior relationship have been found to be the
importance of the attitude, its specificity, its
accessibility, whether there exist social pressures,
and whether a person has direct experience with
attitude.
Self-Perception Theory
Attitudes are used after the fact to make sence out of
an action that has already occurred.
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 What are the major job attitudes
Job satisfaction
A positive feeling about ones job resulting from an
evaluation of its characteristics.
Job involvement
The degree to which a person identifies with a job,
actively participates in it, and considers performance
important to self-worth.
Psychological empowerment.
Organizational commitment
The degree to which an employee indentifies with a
particular organization and its goals and wishes to
maintain membership in the organization.
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 Organizational commitment
Affective commitment
An emotional attachment to the organization and a
belief in its values.
Continuance commitment
The percieved economics values of remaining with an
organization compared to leaving it.
Normative commitment
An obligation to remain with the organization for moral
or ethical reasons.

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 Organizational commitment
There is a positive relationship between
organizational commitment ang job producttivity.
There us a negative relationships between
organizational commitment and both absenteeism
and turnover.
Affective commitment
Affective commitment is more strongly related to
organizational outcomes like performance and
turnover than the other two commitment dimensions.
Affective commitment was a predictor of various
outcomes than the other two commitment dimensions.
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 Other job attitudes
Percieved organizational support POS
Employee engagement

Are thes job attitudes really all that distinct

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 How are employee attitudes measured
Attitude surveys
Eliciting responses from employees through
questionnaires on how they feel about their jobs, work
groups, supervisors, and the organization.
The use of regular attitude surveys can alert
management to potential problems and employees
intentions early.

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 What is the importance of attitudes to
workplace diversity
Managers are increasingly concerned with
changing employee attitudes to reflect shifting
perspectives on racial, gender, and other
diversuty issues.

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Job Satisfaction
How do we measure job satisfaction
How satisfied are employees in their jobs
What causes an employee to have a high level
of job satisfaction
How do dissatisfied and satisfied employees
affect an organization

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 Measuring job satisfaction
A single global rating
Reply by circling a number between 1and 5 that
corresponds to answers from highly satisfied to
high dissatisfied.
A sumation score made up of number of job
facets
It identifies key elements in a job and ask for the
employees feelings about each.
These factors are relaed on a standardized scale and
than added up to creat an overall score.
Is one of the foregoing approaches superior to
the other
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 How satisfied are people in their jobs
Are most people satisfied with there jobs
Research shows that satisfaction levels vary a
lot depending on which facet of job satisfaction
youre talking about.
Exhibit 3-2

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 What cause job satisfaction
Enjoying the work itself is almost always the
facet most strongly correlated with high level of
overall job satisfaction.
Pay Exhibit 3-3
Personality also plays a role.

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 The impact of dissatisfied and satisfied
employees on the workplace
Exhibit 3-5
Active

EXIT VOICE

Destructive Constructive

NEGLECT LOYALTY

Passive 18
 Active/ passive
Constructive/ destructive
Exit
Behavior directed toward leaving the organization.
Voice
Actively and constructively attempting to improve
conditions.
Loyalty
Passively but optimistically waiting for conditions to
improve.
Neglect
Passively allowing conditions to worsen. 19
 Job satisfaction and job performance
Myth or Science
- Organizations with more satisfied employees
tend to be more effective than organizations with
fewer satisfied employees.
Job satisfaction and OCB
Job satisfaction should be a major determinant of an
employees organizational citizenship behavior
OCB.
But satisfaction is unrelated to OCB when fairness is
controlled.

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 Job satisfaction and customer satisfaction
Satisfied employees increase customer satisfaction
and loyalty.
Dissatified customers can increase an employees
job dissatisfaction.
- Service-oriented bussiness obsess about pleasing
their customers.
Job satisfaction and absenteeism
There is consistent negtive relationship between
satisfaction and obsenteeism.
-The relation is moderate to weakorganizations that
provide liberal sick leave benefits.
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 Job satisfaction and turnover
Satisfaction is also negatively related to turnover.
-Some factors are important constrains on the actual
decision to leave ones current job.
Job satisfaction and workplace deviance
Job dissatisfaction predicts a lot of specific
behaviors.
The key is that if employees dont like their work
environment, theyll respond somehow.
-It is not always easy to forecast exactly how theyll
respond.
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