1: Introduction to Organizational Behavior

1-1Course name: An Analysis of Human and organizational behavior

Reference book:Organization behavior

Stephen P. Robbins & Timothy A. Judge13th/latest editionCopyright 2010 Pearson Education, Inc. Publishing as Prentice HallCopyright 2010 Pearson Education, Inc.Publishing as Prentice HallChapter-3

Attitude1-2Copyright 2010 Pearson Education, Inc. Publishing as Prentice HallCopyright 2010 Pearson Education, Inc.Publishing as Prentice Hall1-3AttitudeAttitudes are evaluative statements either favorable or unfavorable about objects, people, or events. They reflect how we feel about something. When an employee says I like my job, he is expressing his attitude about his work.

Copyright 2010 Pearson Education, Inc.Publishing as Prentice Hall1-4Main components of AttitudeCognitive Component: The opinion of belief segment of an attitude. Example: My colleagues are behaving unfair to me. (Evaluation)Affective Component: The emotional or feeling segment of an attitude. Example: I have an aversion to the environment of my job. (Feeling)Behavioral Component: An intention to behave in a certain way toward someone or something. Example: I want to leave this job and looking for another. (Action)

Copyright 2010 Pearson Education, Inc.Publishing as Prentice Hall1-5Major attitudesJob Satisfaction: The term job satisfaction describes a positive feeling about a job, resulting from an evaluation of its characteristics. A person with a high level of job satisfaction holds positive feelings about his or her job, while dissatisfied person holds negative feelings. When people speak of employees attitudes, they usually mean job satisfaction.

Copyright 2010 Pearson Education, Inc.Publishing as Prentice Hall1-6Major attitudesJob Involvement: Related to job satisfaction is job involvement. Job involvement measures the degree to which people identify psychologically with their job and consider their perceived performance level important to self-worth. High level of both job involvement and psychological empowerment are positively related to organizational citizenship and job performance. In addition, high job involvement has been found to relate to a reduced number of absences and lower resignation rates, also increasing job satisfaction.

Copyright 2010 Pearson Education, Inc.Publishing as Prentice Hall1-7Major attitudesOrganizational Commitment:Organizational commitment is the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization. There are three separate dimensions to organizational commitment.

Copyright 2010 Pearson Education, Inc.Publishing as Prentice Hall1-8Major attitudesOrganizational Commitment:Affective commitment: An emotional attachment to an organization and a belief in its value. Continuance commitment: The perceived economic value of remaining with an organization compared with leaving it.Normative commitment: An obligation to remain with an organization for moral or ethical reasons.

Copyright 2010 Pearson Education, Inc.Publishing as Prentice Hall1-9Major attitudesPerceived Organizational Support: POS is the degree to which employees believe an organization values their condition and cares about their well-being. For example, an employee believes his organization would accommodate him if he had a childcare problem or would forgive an honest mistake on his part.Employee Engagement: An individuals involvement with, satisfaction with, and enthusiasm for the work he or she does.

Copyright 2010 Pearson Education, Inc.Publishing as Prentice HallImpact of satisfied/dissatisfied employeesActive1-10ExitBehavior directed toward leaving the organizationNeglectAllowing conditions to worsenLoyaltyPassively waiting for conditions to improveVoiceActive and constructive attempts to improve conditionsPassiveDestructiveConstructiveCopyright 2010 Pearson Education, Inc.Publishing as Prentice Hall