Chapter3

Attitudes and Job Satisfication

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

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

What are the main components of attitudes

Cognitive 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

 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.

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 attitudesbehavior 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)

Degree to which employees feel the organization cares about their well-being.

Employee engagement
An individuals involvement with, satisfaction with, and enthusiasm for the organization.

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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Sample Attitude Survey

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. Training activities that can reshape employee attitudes concerning diversity:

Participating in diversity training that provides for selfevaluation and group discussions.
Volunteer work in community and social serve centers with individuals of diverse backgrounds. Exploring print and visual media that recount and portray diversity 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 NEGLECT LOYALTY

Constructive

Passive

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How Employees Can Express Dissatisfaction

Exit
Behavior directed toward leaving the organization.

Voice
Active and constructive attempts to improve conditions.

Loyalty
Passively waiting for conditions to improve.

Neglect
Allowing conditions to worsen.

Job satisfaction and job performance Myth or Science - Organizations with more satisfied employees tend to be more effective than organizations with fewer satisfied employees. Satisfaction and Absenteeism Satisfied employees have fewer avoidable absences. Satisfaction and Turnover Satisfied employees are less likely to quit. Organizations take actions to retain high performers and to weed out lower performers.
Job satisfaction and OCB Satisfied employees who feel fairly treated by and are trusting of the organization are more willing to engage in behaviors that go beyond the normal expectations of their job
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 Job satisfaction and customer satisfaction Satisfied employees increase customer satisfaction because: They are more friendly, upbeat, and responsive. They are less likely to turnover which helps build longterm customer relationships. They are experienced. Dissatisfied customers increase employee job dissatisfaction. Job satisfaction and absenteeism There is consistent negtive relationship between satisfaction and obsenteeism. -The relation is moderate to weak organizations 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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