Chapter 3

Job Attitudes
Values
Values
Values
Basic convictions that a specific mode of
conduct or end-state of existence is
personally or socially preferable to an
opposite or converse mode of conduct or end-
state of existence.

Value System
A hierarchy based on a ranking of an
individual’s values in terms of their intensity.

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Importance
Importance of
of Values
Values

 Provide understanding of the attitudes,

motivation, and behaviors of individuals and
cultures.
 Influence our perception of the world around us.
 Represent interpretations of “right” and “wrong.”
 Imply that some behaviors or outcomes are
preferred over others.

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Types
Types of
of Values
Values

Terminal Values
Desirable end-states of existence; the goals
that a person would like to achieve during his
or her lifetime.

Instrumental Values
Preferable modes of behavior or means of
achieving one’s terminal values.

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Hofstede’s
Hofstede’s Framework
Framework for
forAssessing
Assessing Cultures
Cultures

Power Distance
The extent to which a society accepts that
power in institutions and organizations is
distributed unequally.
low distance: relatively equal distribution
high distance: extremely unequal distribution

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Hofstede’s
Hofstede’s Framework
Framework (cont’d)
(cont’d)
Individualism Collectivism
The degree to which A tight social
people prefer to act framework in which
as individuals rather people expect others in
than a member of groups of which they
groups. are a part to look after
them and protect
them.

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Hofstede’s
Hofstede’s Framework
Framework (cont’d)
(cont’d)

Achievement
The extent to which societal values are
characterized by assertiveness, materialism
and competition.

Nurturing
The extent to which societal values
emphasize relationships and concern for
others.

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Hofstede’s
Hofstede’s Framework
Framework (cont’d)
(cont’d)

Uncertainty Avoidance
The extent to which a society feels
threatened by uncertain and ambiguous
situations and tries to avoid them.

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Hofstede’s
Hofstede’s Framework
Framework (cont’d)
(cont’d)
Long-term Orientation
A national culture attribute that emphasizes
the future, thrift, and persistence.

Short-term Orientation
A national culture attribute that emphasizes
the past and present, respect for tradition,
and fulfilling social obligations.

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Attitudes
Attitudes

Attitudes Cognitive component

The opinion or belief
Evaluative segment of an attitude.
statements
or Affective Component
judgments The emotional or feeling
concerning segment of an attitude.
objects,
people, or Behavioral Component
events. An intention to behave in a
certain way toward someone or
something.

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Types
Types of
ofAttitudes
Attitudes

Job Satisfaction
A collection of positive and/or negative feelings
that an individual holds toward his or her job.

Job Involvement
Identifying with the job, actively participating
in it, and considering performance important to
self-worth.
Organizational Commitment
Identifying with a particular organization and
its goals, and wishing to maintain
membership in the organization.
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The
The Theory
Theory of
of Cognitive
Cognitive Dissonance
Dissonance

Cognitive Dissonance
Any incompatibility between two or more
attitudes or between behavior and attitudes.

Desire
Desireto
toreduce
reducedissonance
dissonance
• •Importance
Importanceofofelements
elementscreating
creatingdissonance
dissonance
• •Degree
Degreeof
ofindividual
individualinfluence
influenceover
overelements
elements
• •Rewards
Rewardsinvolved
involvedinindissonance
dissonance

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Measuring
Measuring the
theA-B
A-B Relationship
Relationship
 Recent research indicates that attitudes (A)
significantly predict behaviors (B) when
moderating variables are taken into account.

Moderating
ModeratingVariables
Variables
• •Importance
Importanceof ofthe
theattitude
attitude
• •Specificity
Specificityof
ofthe
theattitude
attitude
• •Accessibility
Accessibilityof
ofthe
theattitude
attitude
• •Social
Socialpressures
pressureson onthe
theindividual
individual
• •Direct
Directexperience
experiencewith
withthe
theattitude
attitude

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Self-Perception
Self-Perception Theory
Theory

Attitudes are used after the fact to make sense

out of an action that has already occurred.

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An
AnApplication:
Application:Attitude
Attitude Surveys
Surveys

Attitude Surveys
Eliciting responses from employees through
questionnaires about how they feel about their
jobs, work groups, supervisors, and the
organization.

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Attitudes
Attitudes and
and Workforce
Workforce Diversity
Diversity
 Training activities that can reshape employee
attitudes concerning diversity:
– Participating in diversity training that provides
for self-evaluation 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
Job Satisfaction
Satisfaction
 Measuring Job Satisfaction
– Single global rating
– Summation score
 How Satisfied Are People in Their Jobs?
– Job satisfaction declined to 50.4% in 2002
– Decline attributed to:
• Pressures to increase productivity and meet tighter
deadlines
• Less control over work

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The
The Effect
Effect of
of Job
Job Satisfaction
Satisfaction on
on Employee
Employee
Performance
Performance
 Satisfaction and Productivity
– Satisfied workers aren’t necessarily more
productive.
– Worker productivity is higher in organizations
with more satisfied workers.
 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.
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How
How Employees
Employees Can
Can Express
Express Dissatisfaction
Dissatisfaction

Exit Voice
Behavior directed Active and
toward leaving the constructive attempts
organization. to improve
conditions.
Loyalty Neglect
Passively waiting for Allowing conditions
conditions to improve. to worsen.

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Job
Job Satisfaction
Satisfaction and
and OCB
OCB
 Satisfaction and Organizational Citizenship
Behavior (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
Job Satisfaction
Satisfaction and
and Customer
Customer Satisfaction
Satisfaction
 Satisfied employees increase customer
satisfaction because:
– They are more friendly, upbeat, and responsive.
– They are less likely to turnover which helps build
long-term customer relationships.
– They are experienced.
 Dissatisfied customers increase employee job
dissatisfaction.

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Summary
Summary
 Attitude is a little thing that makes a big
difference.
 With a positive attitude at workplace greater
tasks can be accomplished.

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