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EMOTIONS, ATTITUDESANDJOBSATISFACTION
Arva Glazel D. Gallofin,R.N
CENTRAL PHILIPPINE UNIVERSITYSchool of Graduate Studies
Jaro
, Iloilo City
TOPIC
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Objectives
At the end of the report, we will be able to:
1. Identify what is Emotion, Attitude and JobSatisfaction
2. Know how do emotions and moods influencebehaviour in organization
3. Know what are the different Components ofAttitudes
4. Recognize the factors affecting Job Satisfaction
5. Evaluate different Job Satisfaction PerformanceRelationships
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LOVE
SAD
ANGRY
JOY
SURPRISE
FEAR
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Foundation of Emotions and Mood
AFFECT- is the range of feeling in the forms ofemotions and moods that people experience in theirlife context.
EMOTIONS are strong positive or negative feelingsdirected toward someone or something. It is usuallyintense, not long-lasting and always associated witha source.
MOODS- are more generalized positive and negativefeelings or states of mind that persist for some time.
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EMOTIONAL INTELLIGENCE- an ability tounderstand emotions in ourselves and others and touse that understanding to manage relationshipseffectively.
SELF-AWARENESS- is the ability to understand ouremotions and their impact on our work and onothers, it is a continuing appraisal of emotions that
results in a good understanding of them and expressthem naturally.
Foundation of Emotions and Mood
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SOCIAL AWARENESS- is the ability to empathize, tounderstand the emotions of others and to use thisunderstanding to better relate to them. It involvescontinuous appraisal and recognition of other emotions
resulting in better perception.SELF-MANAGEMENT- ability to think before acting and to
be in control of otherwise disruptive impulses. Self-Regulation.
RELATIONSHIP MNGT- ability to establish rapport withothers in ways that build good relationships and influencestheir emotions in positive ways.
Foundation of Emotions and Mood
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SELF-CONSCIOUS EMOTIONS- arises frominternal sources. Understanding ones self consciousemotions helps individual regulate with others.
(shame, guilt, embarrassment and pride)
SOCIAL EMOTIONS- are stimulated by externalsources. (pity, envy, jealousy)
Positive affectivity tendency to be perceptually positive
Negative affectivity tend to experience negative moods in a wide range of settings
and under many different conditions
Foundation of Emotions and Mood
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EMOTION AND MOOD
EMOTION MOOD
I WAS REALLY ANGRY WHENPROF. NITCH CRITIZED MY
PRESENTATION
OH, I JUST DONT HAVE THEENERGY TO DO MUCH TODAY, IVE
FELT DOWN A WEEK
Identified with source; cause Hard to identify source; cause
Tend to be brief, episodic Can be long lasting
Many forms and types Either positive or negative
Action-oriented; link with behaviorCan turn into mood
More cerebral; less action orientedCan influence emptions.
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FUNCTIONS OF EMOTION
Emotions Communicate to and Influence Others
Emotions Organize and Motivate Action
Emotions can be self-validating
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EMOTION AND MOOD CONTAGION the spillover of ones emotions and mood onto others.
EMOTIONAL LABOR- relates to the need to showcertain emotions in order to do job well. It is a form
of self-regulation to display organizational desiredemotions in ones job.
EMOTIONAL DISSONANCE- where the emotionswe actually feel are inconsistent with the emotions
we try to project. Deep Acting
Surface acting
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EMOTIONS ACROSS CULTURE
Display rulesinformal standards thatgovern the degree to which
it is appropriate for peoplefrom different cultures todisplay their emotionssimilarly
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EMOTION AND MOOD AFFECTIVETHEORY
WORK ENVIRONMENT Characteristics of the job Job demands Emotional labor Req.
WORK EVENTS Daily Hassles Daily uplifts
EMOTIONAL REACTION Positive negative
PERSONAL PREDISPOSITION Personality Mood
JOBSATISFACTION
JOBPERFORMANCE
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ATTITUDE
ATTITUDE- is a predisposition to respond in a positiveor negative way to someone or something in onesenvironment. They are inferred from the things peoplesay or through their behavior. They are influenced by
values and are acquired from the same source.COGNITIVE DISSONACE- a state of inconsistency
between an individuals attitude or between attitudes andbehavior. Cognitive dissonance can be reduced by: Changing the underlying attitude Changing future behavior Developing new ways of explaining or rationalizing the inconsistency
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COMPONENT
ANTECEDENT
Belief andValues
my job lacksresponsibility
JobResponsibilityis important
ATTITUDE
Feeling
I dont like myjob
RESULTS
IntendedBehavior
Im going toquit my job
createThat
influence
CognitiveComponent
AffectiveComponent
BehavioralComponent
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TYPES OF ATTITUDES
JOB SATISFACTION- an attitude reflecting apersons positive and negative feelings toward a job,co-workers and the work environment.
JOB INVOLVEMENT- as the extent to which anindividual is dedicated to a job, beyond expectation
ORGANIZATIONAL COMMITMENT- degree ofloyalty an individual feels towards the organization
EMPLOYEE ENGAGEMENT- a positive workattitude feeling or strong sense of connection withthe organization.
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COMPONENTS
WORK
QUALITY OF SUPERVISION
RELATIONSHIPS WITH CO-WORKERS
PROMOTION OPPORTUNITIES
PAY
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ORGANIZATIONAL COMMITMENT
RATIONAL COMMITMENT- reflects feelings thatthe job serves ones financial, development,professional interest.
EMOTIONAL COMMITMENT- reflects feelings thatwhat one does is important , valuable and of realbenefits to others.
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Responses to Job Dissatisfaction
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Responses to Job Dissatisfaction
Active/ passive
Constructive/ 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.
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JOB SATISFACTION AND BEHAVIOR
WITHDRAWAL BEHAVIORS
Absenteeism
Turnover
Day Dreaming
Cyber floating
ORGANIZATIONAL CITIZENSHIP BEHAVIORS represents awillingness to go beyond the call of duty or go extra mile in
ones work. Interpersonal - team
Organizational- company
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JOB SATISFACTION AND BEHAVIOR
Satisfaction and Productivity
Satisfied workers arent necessarily more productive.
Worker productivity is higher in organizations with moresatisfied workers.
Satisfaction and Absenteeism Satisfied employees have fewer avoidable absences.
Satisfaction and Turnover Satisfied employees are less likely to quit.
Organizations take actions to cultivate high performers and toweed out lower performers.
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JOB SATISFACTION AND BEHAVIOR
Guidelines to Enhance Organizational Commitment People-first
Communication Mission
Org. Justice
Create a community Support employee development
Satisfaction and Organizational Citizenship Behavior(OCB)
Satisfied employees who feel fairly treated by and are trustingof the organization are more willing to engage in behaviorsthat go beyond the normal expectations of their job.
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COUNTERPRODUCTIVE WORK BEHAVIOR theintentionally disrupts relationship, organizationalculture or performance in the work place.
JOB SATISFACTION AND PERFORMANCE Decision to belong
Decision to perform
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JOB SATISFACTION AND PERFORMANCERELATIONSHIP
JOB SATISFACTIONS CAUSES PERFORMANCE Managerial implication to increase employees work performance, make them
happy Job satisfaction alone is not a consistent predictor of work performance
PERFORMANCE CAUSES SATISFACTION Managerial implication help people achieve high performance, then
satisfaction will follow Performance in a given time period is related to satisfaction in a later time period Rewards link performance with later satisfaction
REWARDS CAUSES BOTH PERFORMANCE AND SATISFACTION Managerial implications.
Proper allocation of rewards can positively influence both satisfaction and
performance High job satisfaction and performance-contingent rewards influence a persons
work performance Size and value of the reward should vary in proportion to the level of ones
performance
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