CHAPTER Three

Attitudes And

Job Satisfaction

Evaluative statements(either favourable or unfavourable)

concerning objects, people, or events.

•It reflects how one feels about something. (e.g.) when I say “I like my job”, I am

expressing my attitude towards work.

•Attitudes are complex. If we ask some body about a personality, about his or her

organization, we may get a simple answer. But reason underlying that answer is

complex.

•To understand attitude fully, we need to consider their fundamental properties.

•lets know components of Attitute first.

Attitude

Cognitive Component of an Attitude:The opinion or belief segment of an attitude.

•Discrimination is a wrong thing.

Affective Component of an Attitude:The emotional or feeling segment of an attitude.

•I don't like Mr. ABC, because he discrimination against minorities.

Behavioural Component of an Attitude:An intention to behave in a certain way toward someone or

something.•I might choose to avoid Mr. ABC because of my feelings about him.

((Example of a lecturer in above prospective-either a positive or negative))

Components of ATTITUDES

Ch # 3- Attitudes And Job Satisfaction

Major Job Attitudes at WorkplaceIn organizations, attitudes are important because they affect job

behaviour.

If workers believe, for example, that supervisors, auditors, bosses, and

time-and-motion engineers are all in conspiracy to make employees

work harder for the same or less money, then it makes sense to try to

understand how these attitudes were formed, their relationship to actual

job behaviour, and how they might be changed.

Lets talk about major job attitudes at workplaces.

A person can have thousands of attitudes, but OB focuses our attention on a very limited number of job-related attitudes. These job related attitudes tap positive or negative evaluations that employees hold about

aspects of their work environment. Most of the research in OB has been concerned with three

attitudes:

JOB SATISFACTIONJOB INVOLVEMENT

ORGANIZATIONAL COMMITMENT

MAJOR JOB ATTITUDES

JOB SATISFACTION

The term job satisfaction refers to an

individual's general attitude toward his or her

job. Or

A positive feeling about one's job resulting

from an evaluation of its characteristics.

… Because of the high importance OB researchers have given to

job satisfaction, we'll review this attitude in detail after this

section.

JOB INVOLVEMENT

The degree to which a person identifies with his or her job, actively participates in it, and

considers his or her performance important to self-worth.

High levels of job involvement have been found to be

related to fewer absences and lower resignation rates.

ORGANIZATIONAL COMMITMENT

The degree to which an employee identifies with a

particular organization and its goals and wishes to

maintain membership in the organization.

... the research evidence negative relationships between organizational commitment and both

absenteeism and turnover.

DIMENSIONS ORGANIZATIONAL COMMITMENT

Affective Commitment: An emotional attachment to the organization and a belief in its values. (e.g.)

Employee of a pet company wants to be with it due to involvement with

animals.

Continuance Commitment: The perceived economic value of remaining with an organization compared to

leaving it. (e.g.) been paid well on job- if leave job will suffer.

Normative Commitment: An obligation to remain with the organization for moral or ethical reason. (e.g.)

if an employee has started a new venture may remain with the organization

because he feels it would “leave the employer in a lurch” if he/she left.

JOB SATISFACTION"… an individual's general attitude toward his or her job” or

A positive feeling about one's job

The Effect Of Job Satisfaction On Employee Performance

a) Satisfaction and Productivity

… happy workers aren't necessarily productive workers. At the individual level, the evidence suggests the reverse to be more accurate – that productivity is likely to lead to satisfaction.

But: "When satisfaction and productivity data are gathered for the organization as a whole (Co-relational), rather than at the individual level, we find that organizations with more satisfied employees tend to be more effective than organizations with less satisfied employees"

JOB SATISFACTIONb) Satisfaction and Absenteeism

We find a consistent negative relationship between satisfaction and absenteeism, but the correlation is moderate… While it certainly makes sense that dissatisfied employees are more likely to miss work.

c) Satisfaction and Turnover

Satisfaction is also negatively related to turnover, but the correlation is stronger than what we found for absenteeism. Yet, again, other factors such as labour market conditions, expectations about alternative job opportunities, and length of tenure with the organization are important constraints on the actual decision to leave one's current job.

How Employees Can Express DissatisfactionActive

Passive

ConstructiveDestructive

EXIT VOICE

NEGLECT LOYALTY

EXIT Dissatisfaction expressed through behaviour directed toward leaving the organization. Looking for a new position.

VOICEDissatisfaction expressed through active and constructive attempts to improve conditions. (e.g.) suggesting improvement, discussing problems with supervisors, union activities.

LOYALTYDissatisfaction expressed by passively but optimistically waiting for conditions to improve. Trusting management to “do the right things”.

NEGLECTDissatisfaction expressed through allowing conditions to worsen.

Q & A…