Attitudes
• Attitudes are evaluative statements- either favorable or unfavorable - concerning objects, people, or events.
• They reflect how one feels about something.• “I like my job.”
2
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 ?
3
What are the main components of attitudes ?
• Cogniyive 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.
4
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 ?
5
• 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.
6
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 attitudes-
behavior 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.
7
What are the major job attitudes?
Job satisfaction– A positive feeling about one’s 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.
8
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.
9
• 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.
10
Other job attitudes
• Percieved organizational support ( POS)• Employee engagement
Are thes job attitudes really all that distinct?
11
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.
12
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.
13
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 ?
14
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
employee’s 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 ?
15
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 you’re talking about.
• Exhibit 3-2
16
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.
17
The impact of dissatisfied and satisfied employees on the workplace?
• Exhibit 3-5Active
Destructive
Passive
Constructive
18
Active/ passiveConstructive/ destructive• Exit
– Behavior directed toward leaving the organization.
• Voice– Actively and constructively attempting to improve
conditions.
• Loyalty– Passively but optimistically waiting for conditions to
improve.
• Neglect– Passively allowing conditions to worsen.
19
Job satisfaction and job performance• “Myth or Science ?”
- Organizations with more satisfied employees tend to be more effective than organizations with fewer satisfied employees.
Job satisfaction and OCB• Job satisfaction should be a major determinant of an
employee’s organizational citizenship behavior ( OCB) .
• But satisfaction is unrelated to OCB when fairness is controlled.
20
Job satisfaction and customer satisfaction• Satisfied employees increase customer satisfaction
and loyalty.• Dissatified customers can increase an employee’s
job dissatisfaction. - Service-oriented bussiness obsess about pleasing
their customers.
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.
21
Job satisfaction and turnover• Satisfaction is also negatively related to turnover. -Some factors are important constrains on the actual
decision to leave one’s current job.
Job satisfaction and workplace deviance• Job dissatisfaction predicts a lot of specific
behaviors.• The key is that if employees don’t like their work
environment, they’ll respond somehow.-It is not always easy to forecast exactly how they’ll respond.
22