CHAPTER 4

VALUES, ATTITUDES & JOB SATISFACTION

 JOB
SATISFACTION

ATTITUDES

VALUES
VALUES

refer to the importance a person

attaches to things or ideas that serves
as guide to action.
are the enduring beliefs that one’s
mode of conduct is better than the
opposite mode of conduct.
 How people learn values?

1. Modeling 3. Unstated but

Implied Attitudes
2. 4. Religion
Communication
of Attitudes
 Types of Values
this is a value that pertains to getting things done and working hard to
1. accomplish goals.
Achievement
2. Helping and this value refers to the person’s concern with other people and
concern for providing assistance to those who need help.
others
this a value that indicates the person’s concern for telling the truth
3. and doing what he thinks is right.
Honesty
this a value that indicates the person’s concern for impartiality and
4. fairness for all concerned.
Fairness
 ORGANIZATION ORGANIZATION are abstract ideas that
AL VALUES AL VALUES guide organizational
thinking and action

WHEN CONGRUENT WITH WHEN INCONGRUENT WITH

EFFECTS OF
THE THE
INDIVIDUAL’S INDIVIDUAL’S
VALUES VALUES VALUE
refers to
the
principles CONGRUENCE
that a
person lives
by AND
POSITIVE CONFLICT
FEELINGS S
INCONGRUENCE
ESPOUSED VS ENACTED VALUES

values that are reflected in the

actual behavior of the
individual members of the
organization—the “reality”

are what members of the organization say they

value, like ethical practice.
INSTRUMENTA TERMINAL
L VALUES VALUES

refer to preferable modes of behavior or represent the goals that a person would
means of achieving the terminal values. like to achieve in his or her lifetime.

Examples:  Independence Examples :  Inner peace

 Ambition  Obedience  Happiness  Beauty in art
 Honesty  Open-  Pleasure and nature
 Self- mindness  Self- respect  Family
sufficiency  Cleanliness  Freedom security
 Courage  Affection/love  World peace  Salvation
 Forgiving  Rationality  Equality  Friendship
nature  Responsibility  Achievement  Mature love
 Helpfulness  Competence  Wisdom
 Self- control  Prosperity
ATTITUDES

are important in the study of human behavior because they

are linked with perception, learning, emotions and
motivation.

are feelings and beliefs that largely determine how employees

will perceive their environment , commit themselves to intended
actions, and ultimately behave.
COGNITIVE
(evaluation) My boss is fickle-minded;
he cannot stick to his
decision

Negative
AFFECTIVE attitude
(feeling) toward
I hate my boss boss

THE
COMPONENTS
BEHAVIORAL I am requesting
OF AN
(action) for a transfer ATTITUDES
 DIFFERENCES IN
PERSONAL
DISPOSITION
Some have attitudes that are positively active, while some have
negatively affective attitudes.
• POSITIVE AFFECTIVITY
refers to personal characteristic of employees that inclines them to be predisposed to
be satisfied at work. People who have positive affectivity are optimistic, upbeat,
cheerful and courteous.

• NEGATIVE AFFECTIVITY
is a personal characteristic of employees that inclines them to be predisposed to be
dissatisfied at work. People who have negative affectivity are generally pessimistic,
downbeat, irritable and sometimes abrasive.
 HOW ATTITUDES ARE
FORMED?
Attitudes are formed through learning. The two methods that mostly
influence attitude formation are direct experience and indirect
means of social learning.
• DIRECT EXPERIENCE
are most accessible information stored in the human mind.

• INDIRECT EXPERIENCE
are the result of social interactions with the family, peer groups, religious
organizations and culture.
MOST IMPORTANT ATTITUDES IN THE
WORKPLACE

1. Job Satisfaction
2. Job Involvement
3. Organization Commitment
EFFECTS OF EMPLOYEES
ATTITUDES
1. Positive Job Attitudes
2. Negative Job Attitudes
 EMPLOYEES
ATTITUDES

POSITIVE NEGATIVE

LOW
JOB ORGANIZATIONAL LACK OF JOB
ORAGANIZATIONAL
INVOLVEMENT COMMITMENT INVOLVEMENT COMMITMENT

JOB JOB
SATISFACTION DISSATISFACTION
Serving customers beyond day dreaming
working hours
Unauthorized absences,
early departures
Performing excellently extended breaks, work
in all job aspects slowdowns.

verbal abuse, dangerous

actions against another
employee
EFFECTS OF EMPLOYEE ATTITUDES
(Partial indication)
 Making Positive
Attitudes Work for
the Organization
People with positive work attitudes make it easy for the organization to
achieve it objectives.

Those who are already employed by the organization but whose

attitudes are negative must be made to participate or become
beneficiaries of programs designed to change negative work
attitudes of employees to positive work attitudes.
There are various ways of changing employee attitudes. One is
making the reward system closely tied to individual or team
performance.
JOB SATISFACTION
refers to the positive feeling about one’s job resulting from an evaluation of it’s
characteristics. When the feeling about one’s job is not positive, the appropriate
term is job dissatisfaction.
When people are satisfied with their jobs, the following benefits become possible:

1. High productivity
2. A stronger tendency to achieve customer loyalty
3. Loyalty to the company
4. Low absenteeism and turnover
5. Less job stress and burnout
6. Better safety performance
7. Better life satisfaction
 Factor Associated with Job
Satisfaction
1. Salary adequacy of salary and perceived equity compared with
others.

2. Work itself the extent to which job tasks are considered interesting and provide
opportunities for learning and accepting responsibility.

3. Promotion opportunity chances for further advancement.

4. Quality of supervision the technical competence and the interpersonal skills of

one’s immediate superior.
5. Relationship with the extent to which co-workers are friendly, competent
co-workers and supportive.

6. Working condition the extent to which the physical work environment is

comfortable and supportive of productivity.

7. Job security the beliefs that one’s position is relatively secure and continued
employment with the organization is a reasonable expectation.
 Ways of
Measuring Job
Satisfaction
1. The Single Global Rating Method
refers to that approach where individuals are asked to a single question,
such as, “How satisfied are you with your job?”. The respondents
indicate their answers by putting a check (√) before any of the numbers
from 5-1 as indicated below:

_______ 1. highly satisfied

_______ 2. moderately satisfied
_______ 3. indifferent
_______ 4. moderately satisfied
_______ 5. highly dissatisfied
2. The Summation Score Method
is an approach where individuals indicate their feelings regarding each
key factors of their job which normally consists of the work, supervision,
current salary, promotion opportunities and relations with co-workers.

A standard scale is used to rate the factors and then the overall job
satisfaction score is derived.

Example :
Please indicate on the blanks provided below how satisfied are (in
terms of percentage) in each of the following factors of your job:
____% 1. work itself
____% 2. salary (or pay)
____% 3. promotion opportunities
____% 4. supervision
____% 5. co-workers
Note: To be filled by the enumerator:
____% overall percentage score
 JOB
INVOLVEMENT
refers to the degree to which a person identifies with the job, actively
participates in it, and considers performance as important to self-worth.

view work as central part of their overall lives.

• A positive self-image is a result of a person’s holding a

meaningful job and actively performing it.

• People with high degree of job involvement will seldom be

late or absent and willingly to work long hours if
necessary.
ORGANIZATIONAL
COMMITMENT
It refers to the degree to which an employee identifies with a particular
organization and its goal and wishes to maintain membership in the
organization.

often reflects the employee’s belief in the mission and goals of the
organization, willingness to expend effort in accomplishing them, and
intentions to continue working in the organization.

Employees who are organizationally committed have good attendance

records, show willingness to adhere to the firm’s policies and lower
turnover rates.
 3 Dimensions of Organizational Commitment
1. Affective
Commitment
refers to the employee’s emotional attachment to the organization and belief in
its values.
2. Continuance
Commitment
refers to the employee’s tendency to remain in an organization because he cannot
afford to leave.

The reasons why employees choose to continue employment with the firm are:
• Economic factors • Non –economic

3. Normative
Commitment
refers to an obligation to remain with the company for moral or ethical reason.
That’s
all
Thank
Sources (Reporting):

Davis, Jarrod. (2019, December 30). Why Values are Important. Retrieved on Dec. 31, 2019 from
https://www.valuescentre.com/values-are-important/

N., Randi. (n.d.). The ABC Model of Attitudes: Affect, Behavior & Cognition. Retrieved on Dec. 26, 2019 from
https://study.com/academy/lesson/the-abc-model-of-attitudes-affect-behavior-cognition.html

Philstar.com (2018, Nov. 22). 1-10 scale, Filipino Professionals' Salary Satisfaction is 7.1--survey. Retrieved on December 31, 2019
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Slap, Stan. (2011, April 15). Organizational Values: Actions are Louder Than Words. Retrieved on December 31, 2019 from
http://sourcesofinsight.com/organizational-values/