robbins eob11 inppt02

8/13/2019 Robbins Eob11 Inppt02

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Copyright 2012 Pearson Education

Chapter 2

Job A t ti tudes

2-1

Essentials of

Organizational Behavior, 11/eGlobal Edition

Stephen P. Robbins & Timothy A. Judge


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Contrast the three components of an attitude.

Summarize the relationship between attitudesand behavior.

Compare and contrast the major job attitudes. Define job satisfaction and show how we can

measure it.

Summarize the main causes of jobsatisfaction.

Show whether job satisfaction is a relevantconcept in countries other than the United

States.

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After studying this chapter, you should be abl

to:


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Attitudes2-3

Evaluative statementseither

favorable or unfavorable

concerning objects, people orevents

Attitudes reflect how one feels

about something


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Three Main Components of

Attitudes2-4

Cognitionan opinion or beliefI just found out I am paid 20% less than my coworkers.

Affectthe emotional or feeling segment

associated with that beliefI feel angry that I am not being treated fairly.

Behaviorthe intention to behave in a certain

wayI am going to quit this job soon as I can and tell everyone

how terrible this company is.


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Three Main Components of

Attitudes2-5

Cognition

My pay is low - My car is not economicThis

parfume smells nice

Affect

I am angry for thatI hate thatI liked that

BehaviorI will look for another jobI will change itI will

buy it


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Attitudes Follow Behavior: Cognitive

Dissonance2-6

-Any inconsistency between two or more attitudes, orbetween behavior and attitudes

Some argues that people hold what they do.

Employees avoid assignments they do not like.Poeple watch TV programs they like.

Festingersays Attitudes follow behavior.

But we always do not do what we say. (BlondeGirl, Ford Car, Mother- should not drink coke)

So this leads to incompatibilities (cognitive

dissonance)


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Dissonance2-7

But

This is very uncomfortable and people will seekto act more consistent. (Smoking)


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Dissonance2-8

-Any inconsistency between two or more attitudes, orbetween behavior and attitudes

-Cognitive dissonanceoccurs when there areinconsistencies between a persons attitudes or between

a persons behavior and attitudes

Individuals seek to minimize dissonance

The desire to reduce dissonance is determined by:

The importanceof the elements creating thedissonance

The degree of influence the individual believes heor she has over the elements

The rewardsthat may be involved in dissonance


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Behavior Follows Attitudes: Moderating

Variables2-9

The most powerful moderators of the attitude-

behavior relationships are:

Importance

Correspondence to behavior

Accessibility

Social pressures

Direct personal experience

Knowing attitudes helps predict behavior


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Major Job Attitudes2-10

Job Satisfaction

Job Involvement

Psychological Empowerment Organizational Commitment

Affective commitment

Continuance commitment

Normative commitment

Perceived Organizational Support (POS)

Employee Engagement


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Job satisfactionrefers to a collection of

feelings that

an individual

holds towardhis or her job. It can be

positive or negative


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Job Involvement

Job involvement looks at the degree of psychological

identification with the job.

An additional job attitude is psychological

empowerment, the belief in the degree of influence

over the job, competence in the job and job

meaningfulness.


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Organisational Commitment

Employee identifies with a particular organisation

and its goals and wishes to remain a member.

1. Affective commitment: is an emotional

attachment to the org and belief in its values.

2. Continuance commitment: perceived economic

value of remaining with the org.

3. Normative Commitment: is an obligation to

remain with the org. (moral/ethical)


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Perceived Organisational Support (POS)It is the degree to which employees believe the org.

Values their contributions and cares about their well-

being. Research shows that employees with strong

POS perceptions are more likely to have higherlevels of org. Citizenship behaviors, lower levels of

tardiness and better customer service.


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Measuring Job Satisfaction2-15

Single Global Rating

Method

Only a few general

questions

Remarkably accurate

Summation Score

Method Identifies key elements

in the job and asks for

specific feeling about

them

Average Job Satisfaction by Facets


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What Determines Job

Satisfaction?

Mentally challenging work

Equitable rewards Supportive working conditions

Supportive colleagues


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What Causes Job Satisfaction?2-17

The Work Itselfthe strongest correlationwith overall satisfaction

Social Componentthere is a strongcorrelation with how people view the social

context of their work Paynot correlated after individual

reaches a level of comfortable living

Advancement

Supervision

Coworkers


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The Consequences of Dissatisfaction

2-18

PassivetoActive

Destructive to Constructive


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Better job and organizational

performance

Better organizational citizenship

behaviors (OCBDiscretionary behaviors that contribute

to organizational effectiveness but are not part

of employees formal job description)

Greater levels of customer satisfaction Generally lower absenteeism and

turnover

Decreased instances of workplace

The Benefits of Satisfaction2-19


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Global Implications

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Is job satisfaction aU.S. concept? Cross-cultural

differences do exist

but job satisfactionseems to be a globalconcern

Are employees inWestern cultures

more satisfied withtheir jobs?

Yes, but that may bedue to the greatervalue Westerners puton positive emotions

and happiness.


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Implications for Managers2-21

Employee attitudes give warnings ofpotential problems and influence behavior

Satisfied and committed employees exhibit behaviors

that increase organizational outcomes Managers must measure job attitudes in order to

improve them

Most important elements a manager can focus on are

the intrinsic parts of the job: making the workchallenging and interesting

High pay is not enough to create satisfaction


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Keep in Mind2-22

Individuals have many kinds of attitudes

about their job.

Job satisfaction is related to organizational

effectiveness. Most employees are satisfied with their jobs,

but when they are not, a host of actions in

response to the satisfaction might beexpected.


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Summary2-23

1. Contrasted the three components of an attitude.

2. Summarized the relationship between attitudesand behavior.

3. Compared and contrasted the major job attitudes.

4. Defined job satisfaction and showed how we canmeasure it.

5. Summarized the main causes of job satisfaction.

6. Showed that job satisfaction is a relevant concept

in countries other than the United States.


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2-24

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