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Attitude

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Alex Sebastian
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11 views

Attitude

Uploaded by

Alex Sebastian
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Attitudes, and Job Satisfaction

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.
Does
Does Behavior
BehaviorAlways
Always Follow
Follow from
fromAttitudes?
Attitudes?
 Leon Festinger – No, the reverse is sometimes true!
 Cognitive Dissonance: Any incompatibility between two
or more attitudes or between behavior and attitudes
– Individuals seek to reduce this uncomfortable gap, or
dissonance, to reach stability and consistency
– Consistency is achieved by changing the attitudes,
modifying the behaviors, or through rationalization
– Desire to reduce dissonance depends on:
• Importance of elements
• Degree of individual influence
• Rewards involved in dissonance
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
Moderating
Moderating Variables
Variables
 The most powerful moderators of the attitude-
behavior relationship are:
– Importance of the attitude
– Correspondence to behavior
– Accessibility
– Existence of social pressures
– Personal and direct experience of the attitude
Predicting
Predicting Behavior
Behavior from
fromAttitudes
Attitudes

– Important attitudes have a strong relationship to


behavior.
– The closer the match between attitude and
behavior, the stronger the relationship:
• Specific attitudes predict specific behavior
• General attitudes predict general behavior
– The more frequently expressed an attitude, the
better predictor it is.
– High social pressures reduce the relationship and
may cause dissonance.
– Attitudes based on personal experience are
stronger predictors.
What
What are
are the
the Major
Major Job
JobAttitudes?
Attitudes?
 Job Satisfaction
– A positive feeling about the job
resulting from an evaluation of its
characteristics
 Job Involvement
– Degree of psychological
identification with the job where
perceived performance is important
to self-worth
 Psychological Empowerment
– Belief in the degree of influence
over the job, competence, job
meaningfulness, and autonomy
Another
Another Major
Major Job
JobAttitude
Attitude
 Organizational Commitment
– Identifying with a particular organization and its goals, while
wishing to maintain membership in the organization.
– Three dimensions:
• Affective – emotional attachment to organization
• Continuance Commitment – economic value of staying
• Normative – moral or ethical obligations
– Has some relation to performance, especially for new
employees.
– Less important now than in the past – now perhaps more of
an occupational commitment, loyalty to profession rather
than a given employer.
And
And Yet
Yet More
More Major
Major Job
JobAttitudes…
Attitudes…
 Perceived Organizational Support (POS)
– Degree to which employees believe the organization values
their contribution and cares about their well-being.
– Higher when rewards are fair, employees are involved in
decision making, and supervisors are seen as supportive.
– High POS is related to higher OCBs and performance.
 Employee Engagement
– The degree of involvement with, satisfaction with, and
enthusiasm for the job.
– Engaged employees are passionate about their work and
company.
Are
Are These
These Job
JobAttitudes
Attitudes Really
Really Distinct?
Distinct?

 No: these attitudes are highly related.


 Variables may be redundant (measuring the same thing
under a different name)
 While there is some distinction, there is also a lot of
overlap.
Job
Job Satisfaction
Satisfaction
 One of the primary job attitudes measured.
– Broad term involving a complex individual summation of a
number of discrete job elements.
 How to measure?
– Single global rating (one question/one answer) - Best
– Summation score (many questions/one average) - OK
 Are people satisfied in their jobs?
– In the U. S., yes, but the level appears to be dropping.
– Results vary by employee facets of the job.
– Pay and promotion are the most problematic elements.
Causes
Causes of
of Job
Job Satisfaction
Satisfaction
 Pay influences job satisfaction only to a point.
– After about $40,000 per year (in the U.S.), there is no
relationship between amount of pay and job satisfaction.
– Money may bring happiness, but not necessarily job
satisfaction.

 Personality can influence job satisfaction.


– Negative people are usually not satisfied with their jobs.
– Those with positive core self-evaluation are more satisfied
with their jobs.
What
What causes
causes job
job satisfaction
satisfaction ??
Job Conditions
Personality
 Positive core self evaluation more satisfied
Pay
Corporate Social Responsibility
 Link between CSR and job
satisfaction is rising

3–13
Outcomes
Outcomes of
of Job
Job Satisfaction
Satisfaction
 Job Performance
– Satisfied workers are more productive AND more
productive workers are more satisfied!
– The causality may run both ways.
 Organizational Citizenship Behaviors
– Satisfaction influences OCB through perceptions of
fairness.
 Customer Satisfaction
– Satisfied frontline employees increase customer
satisfaction and loyalty.
 Absenteeism
– Satisfied employees are moderately less likely to miss
work.
More
More Outcomes
Outcomes of
of Job
Job Satisfaction
Satisfaction
 Turnover
– Satisfied employees are less likely to quit.
– Many moderating variables in this relationship.
• Economic environment and tenure
• Organizational actions taken to retain high performers and to
weed out lower performers
 Workplace Deviance
– Dissatisfied workers are more likely to unionize, abuse
substances, steal, be tardy, and withdraw.

Despite the overwhelming evidence of the impact of job


satisfaction on the bottom line, most managers are either
unconcerned about or overestimate worker satisfaction.
Employee
Employee Responses
Responses to
to Dissatisfaction
Dissatisfaction
Active

Destructive
Constructive

Passive
Global
Global Implications
Implications

 Is Job Satisfaction a U.S. Concept?


– No, but most of the research so far has been in the U.S.

 Are Employees in Western Cultures More Satisfied With


Their Jobs?
– Western workers appear to be more satisfied than those in
Eastern cultures.
– Perhaps because Westerners emphasize positive emotions and
individual happiness more than do those in Eastern cultures.

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