04

WORKPLACE ATTITUDES & JOB SATISFACTION

Dr. Alpana Agarwal

Attitudes & its Components
 Attitudes are evaluative statements – either
favourable or unfavourable – about objects,
people or events
Class Activity 1 – 5 minutes
 Describe the three components of attitude
sighting an example from your life.
Does Behaviour always flow from Attitude?
 Moderating Variables
 Importance of the attitude
 Attitude’s Correspondence to the behaviour (eg. job
satisfaction)
 Accessibility of the attitude
 Presence of social pressure
 Whether person has direct experience with the
attitude
Does Behaviour always flow from Attitude?
Does Behaviour always flow from Attitude?
 Cognitive Dissonance
 In psychology, cognitive dissonance is the mental stress or
discomfort experienced by an individual who holds two
or more contradictory beliefs, ideas, or values at the
same time; performs an action that is contradictory to
their beliefs, ideas, or values; or is confronted by new
information that conflicts with existing beliefs, ideas or
values
 Assumptions
1. Humans are sensitive to inconsistencies between actions
and beliefs.
2. Recognition of this inconsistency will cause dissonance, and
will motivate an individual to resolve the dissonance.
3. Dissonance will be resolved in one of three basic ways:
i. Change beliefs
ii. Change actions
iii. Change perception of action
Reducing Dissonance
Reducing Dissonance - Example
 Surfing the Internet during Exams
 Change Belief
(Focus on more supportive beliefs that outweigh the dissonant
belief or behaviour)
 It is okay to be on facebook /whatsapp. Man is a social
animal.
 Change Action
 Stop using the internet and instead use your time to study
for exams
 Change Perception of Action
(Reduce the importance of conflicting belief)
 The exam that I need to write tomorrow is an easy one.
Plus, using internet refreshes me and I could read better
post that.
Class Activity 2 – 10 minutes
 For the following situations, describe how the
individual could deal with his/her cognitive
dissonance: -
 Knowing that smoking is harmful (First cognition)
while liking to smoke (second cognition)
 Believing that lying is bad (First cognition) and being
forced to lie (second cognition)
At Home Activity 1 – 10 minutes
 Describe how you would reduce your
dissonance by way of the three ways just
discussed in class using any one example from
your life.
 Major Job Attitudes
Job Satisfaction
•Positive feeling about
one’s job resulting from
evaluation of job
characteristics
Job Involvement
•Degree to which person
identifies with the job,
participates in it and
considers it important to his
self-worth
Perceived
Empowerment
•Employees belief about
the degree to which he
influences his work
environment, their
competencies,
meaningfulness of their job
and perceived autonomy
of their work

Organizational
Organizational Perceived Employee Engagement
Commitment:
Commitment- Organizational Support •An individual’s
1. Affective Commitment involvement with,
•Degree to which an •Degree to which
{WANT to}
employee identifies with employees believe satisfaction with, and
2. his
Continuance
organization and its organization values their enthusiasm for the work he
goals and wishes{HAVE
Commitment to to} contribution and cares does
maintain
3. Normative membership about their well being
Commitment {OUGHT
to}
Class Activity 3
 At your tables
 Discuss and note how the Job Attitudes
discussed in class would impact employees’ job
behaviours.
 How would these job attitudes be promoted at
workplace?
 In Pair – At Home Activity
PROJECT EVALUATION
DEPENDENT VARIABLE
PERCEIVED
PERCEIVED ORGANIZATIONAL EMPLOYEE
JOB SATISFACTION JOB INVOLVEMENT ORGANIZATION
EMPOWERMENT COMMITMENT ENGAGEMENT
SUPPORT
1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY)
2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY)
JOB SATISFACTION 3. AUTHORS’ NAMES (YYYY) 3. AUTHORS’ NAMES (YYYY) 3. AUTHORS’ NAMES (YYYY) 3. AUTHORS’ NAMES (YYYY) 3. AUTHORS’ NAMES (YYYY)
4. AUTHORS’ NAMES (YYYY) 4. AUTHORS’ NAMES (YYYY) 4. AUTHORS’ NAMES (YYYY) 4. AUTHORS’ NAMES (YYYY) 4. AUTHORS’ NAMES (YYYY)
INDEPENDENT VARIABLE

1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY)
2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY)
JOB INVOLVEMENT 3. AUTHORS’ NAMES (YYYY) 3. AUTHORS’ NAMES (YYYY) 3. AUTHORS’ NAMES (YYYY) 3. AUTHORS’ NAMES (YYYY) 3. AUTHORS’ NAMES (YYYY)
4. AUTHORS’ NAMES (YYYY) 4. AUTHORS’ NAMES (YYYY) 4. AUTHORS’ NAMES (YYYY) 4. AUTHORS’ NAMES (YYYY) 4. AUTHORS’ NAMES (YYYY)

1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY)
PERCEIVED 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY)
EMPOWERMENT 3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)
3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)
3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)
3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)
3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)

1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY)
ORGANIZATIONAL 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY)
COMMITMENT 3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)
3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)
3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)
3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)
3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)

PERCEIVED 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY)
2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY)
ORGANIZATION 3. AUTHORS’ NAMES (YYYY) 3. AUTHORS’ NAMES (YYYY) 3. AUTHORS’ NAMES (YYYY) 3. AUTHORS’ NAMES (YYYY) 3. AUTHORS’ NAMES (YYYY)
SUPPORT 4. AUTHORS’ NAMES (YYYY) 4. AUTHORS’ NAMES (YYYY) 4. AUTHORS’ NAMES (YYYY) 4. AUTHORS’ NAMES (YYYY) 4. AUTHORS’ NAMES (YYYY)

1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY) 1. AUTHORS’ NAMES (YYYY)
EMPLOYEE 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY) 2. AUTHORS’ NAMES (YYYY)
ENGAGEMENT 3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)
3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)
3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)
3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)
3.
4.
AUTHORS’ NAMES
AUTHORS’ NAMES
(YYYY)
(YYYY)

JS JI : 1. APA STYLE CITATION OF RESEARCH PAPER

2 Take prints of the first page
3
4 (including paper title and
JS PE :1
2
abstract) of each of the
3
4
research papers referred
JS  OC : and attach in serial order
JS  POS :
JS  EE :
 Job Satisfaction
 Class Activity 4 – What impacts Job Satisfaction?
 At your tables
 Generate as many points as possible
● Job-specific training.
● Autonomy and independence.
● Management recognition of employee job
● Benefits.
performance.
● Career advancement opportunities.
● Meaningfulness of job.
● Career development opportunities.
● Networking.
● Compensation/pay.
● Opportunities to use skills/abilities.
● Communication between employees and
● Organization’s commitment to professional
management.
development.
● Contribution of work to organization’s
● Overall corporate culture.
business goals.
● Relationship with co-workers.
● Feeling safe in the work environment.
● Relationship with immediate supervisor.
● Flexibility to balance life and work issues.
● The work itself.
● Job security.
● The variety of work.
Job Satisfaction
 Impact of Satisfied and Dissatisfied Employees on
the workplace
 Impact on: -
 Job Performance
 Organizational Citizenshhip Behavior (OCB)
 Customer Satisfaction
 Absenteeism
 Turnover
 Workplace Deviance (deliberate (or intentional) desire to
cause harm to an organization – more specifically, a
workplace)
 Constructive Deviance (Constructive deviance is defined as
behaviors that violate the organizational norms with the intent of
helping the organization (Galperin, 2003))
 Destructive Deviance
Job Dissatisfaction Responses
Job Dissatisfaction Responses
Case Studies 01 & 02
 Case Incident 1 pp 89
 Case Incident 1 pp 90