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Attitudes and Job Satisfaction
Chapter 3
Learning ObjectivesLearning Objectives
Contrast the three components of an attitude.
Summarize the relationship between attitudes and behavior.
Identify the role consistency plays in attitudes.
State the relationship between job satisfaction and behavior.
Identify four employee responses to dissatisfaction.
Attitude DefinedAttitude Defined
Briefly defined, an “attitude” represents a tendency to respond in a favorable or unfavorable way to persons or objects in one’s environment.
For instance, when we say we “like” something or “dislike” something, we are in effect expressing an attitude toward the person or object.
Attitude could be defined also as a mental predisposition to act in a particular way towards a person or an object.
Some issues that matter in the study of attitudesSome issues that matter in the study of attitudes
What are the main components of attitude? How consistent are attitudes? Does behavior always follow from attitudes? What are the main job attitudes? How are employees attitudes measured? What are the importance of attitudes to workplace
diversity?
AttitudesAttitudes
Attitudes• Attitudes are the feelings and beliefs that largely determine how employees will perceive their environment, commit themselves to intend actions and ultimately behave
• Evaluative statements or judgments concerning objects, people, or events.• Less stable than values
Affective ComponentThe emotional or feeling segment of an attitude.
Cognitive componentThe opinion or belief segment of an attitude.
Behavioral ComponentAn intention to behave in a certain way toward someone or something.
Cognition
Relationship between the components in theTricomponent Attitude Model
Relationship between the components in theTricomponent Attitude Model
How consistent are attitudesHow consistent are attitudes
People change their attitudes although attitudes are relatively stable mental predispositions.
Sometimes, attitudes change even very quickly as if it does not have any stability.
Generally, people seek consistency:– Among their different attitudes, and– Between their attitudes and their behavior
When there is inconsistency, people seek to return to a level of equilibrium state.
The Theory of Cognitive DissonanceThe Theory of Cognitive Dissonance
Desire to reduce dissonance depends on
• Importance of elements creating dissonance
• Degree of individual influence over elements
• Rewards involved in dissonance
Desire to reduce dissonance depends on
• Importance of elements creating dissonance
• Degree of individual influence over elements
• Rewards involved in dissonance
Cognitive Dissonance
•Dissonance = Inconsistency or incompatibility
•Any incompatibility between two or more attitudes or between behavior and attitudes
•Individuals seek to reduce this gap, or “dissonance”
Is A Happy Worker A Productive Worker?Is A Happy Worker A Productive Worker?
Over the years, one of the most strongly held beliefs among managers and I/O psychologists is that there is a relationship between a worker’s job satisfaction and his/her job performance.
In 60 year’s worth of research I/O psychologists have found highly variable linkages between job satisfaction and job performance.
The most recent examination by Timothy Judge and his colleagues suggests a correlation of .30 between satisfaction and performance, a small but meaningful association.
Measuring the A-B RelationshipMeasuring the A-B Relationship
Recent research indicates that attitudes (A) significantly predict behaviors (B) when moderating variables are taken into account.
Moderating Variables
• Importance of the attitude
• Specificity of the attitude
• Accessibility of the attitude
• Social pressures on the individual
• Direct experience with the attitude
Moderating Variables
• Importance of the attitude
• Specificity of the attitude
• Accessibility of the attitude
• Social pressures on the individual
• Direct experience with the attitude
A B
Self-Perception TheorySelf-Perception Theory
Attitudes are used, after the fact, to make sense out of an action that has already occurred.
B A !And,
When asked about an attitude toward some object, individuals recall their behavior relevant to that object and then infer their attitude from their past behavior.
Types of AttitudesTypes of Attitudes
Job InvolvementIdentifying with the job, actively participating in it, and considering performance important to self-worth.
Organizational CommitmentIdentifying with a particular organization and its goals, and wishing to maintain membership in the organization (Affective, Normative, and Continuance Commitment)
Job SatisfactionA collection of positive and/or negative feelings that an individual holds toward his or her job.
Organizational CommitmentOrganizational Commitment
Mowday, Steers, and Porter (1982) define OC which has three component– A strong belief in and acceptance of
organizational goals and values– A willingness to exert considerable efforts on
behalf of the organizations– A strong desire to maintain membership
Researchers have confirmed a positive relationships between OC and Job performance, and inverse relationships found with tardiness, absenteeism and turnover.
Point-Counter Point ExercisePoint-Counter Point Exercise
Think about two to three jobs you have had, outside of family chores (Family Business)
List the jobs on the top of sheet List down what you really liked about the jobs
and what you disliked about the jobs. Find out the commonalities and differences Discuss what managers or supervisors could do
to increase the likes and decrease the dislikes.
Mangers Can Create Satisfied Employees:
What you think ?
Types of Attitudes, cont’d. Types of Attitudes, cont’d.
Employee Engagement
An individual’s involvement with, satisfaction with, and enthusiasm for the organization.
Perceived Organizational Support (POS)
Degree to which employees feel the organization cares about their well-being.
Attitudes Exercise - Set-UpAttitudes Exercise - Set-Up
Situation:
You are an expert who has been asked to provide your expertise on the following issue. The Residential Life Department of a large university has been experiencing an usually high rate of turnover among it’s Resident Assistants (RA’s) during the last year. Over 60% of the university’s RA’s have recently left their positions, and with those that remain, poor performance is commonplace. This situation is very troubling, given the costs of training RA’s and of replacing them when they leave.
Attitudes ExerciseAttitudes Exercise
Given what you know about how Organizational Behavioral Expert help organizations to address the attitudes of their employees:
what steps would you undertake to examine the problem?
What questions would you ask? and what recommendations might you make?
An Application: Attitude SurveysAn Application: Attitude Surveys
Attitude Surveys
Eliciting responses from employees through questionnaires about how they feel about their jobs, work groups, supervisors, and the organization.
Concerning Issues
a) Reliability
b) Validity
Sample Attitude SurveySample Attitude Survey
Attitudes and Workforce DiversityAttitudes and Workforce Diversity
Training activities that can reshape employee attitudes concerning diversity:
– Participating in diversity training that provides for self-evaluation and group discussions.
– Volunteer work in community and social serve centers with individuals of diverse backgrounds.
Job SatisfactionJob Satisfaction
Measuring Job Satisfaction– Single global rating– Summation score
How Satisfied Are People in Their Jobs?– In general, people are satisfied with their jobs. – Depends on facets of satisfaction—tend to be
less satisfied with pay and promotion opportunities.
Causes of Job SatisfactionCauses of Job Satisfaction
Pay only influences Job Satisfaction to a point– After about $40,000 a year, there is no
relationship between amount of pay and job satisfaction.
Personality can influence job satisfaction– Negative people are usually not satisfied with
their jobs
Elements of Life SatisfactionElements of Life Satisfaction
Job Family
Politics
Leisure
Religion
Most Critical elements of Life Satisfaction(Adapted from John Newstrom, Organizational Behavior- Human Behavior at work)
LIFE
Responses to Job SatisfactionResponses to Job Satisfaction
How Employees Can Express DissatisfactionHow Employees Can Express Dissatisfaction
Exit
Behavior directed toward leaving the organization.
Voice
Active and constructive attempts to improve conditions.
Neglect
Allowing conditions to worsen.
Loyalty
Passively waiting for conditions to improve.
The Effect of Job Satisfaction on Employee Performance
The Effect of Job Satisfaction on Employee Performance
Satisfaction and Productivity– Satisfied workers are more productive AND
more productive workers are more satisfied! – Worker productivity is higher in organizations
with more satisfied workers. Satisfaction and Absenteeism
– Satisfied employees have fewer avoidable absences.
Satisfaction and Turnover– Satisfied employees are less likely to quit.– Organizations take actions to retain high
performers and to weed out lower performers.
Employee Stays Employee is terminated
Employee leaves voluntarily
Employee leaves by mutual agreement
Positive Negative
Positive
Negative
Organization’s attitude toward employee
Employ
AttIt
Toward Org
Four Products of Employee-Organization Attitudes Four Products of Employee-Organization Attitudes
Job Satisfaction and OCBJob Satisfaction and OCB
Satisfaction and OCBs– Satisfied employees who feel fairly treated by
and are trusting of the organization are more willing to engage in behaviors that go beyond the normal expectations of their job.
Job Satisfaction and Customer SatisfactionJob Satisfaction and Customer Satisfaction
Satisfaction and Customer Satisfaction– Satisfied workers provide better customer
service Satisfied employees increase customer
satisfaction because:– They are more friendly, upbeat, and responsive.– They are less likely to turnover, which helps
build long-term customer relationships.– They are experienced.
Dissatisfied customers increase employee job dissatisfaction.
Changing Employee AttitudeChanging Employee Attitude
Reward system closely associated with individual performance
Setting challenging goals but realistic
Role clarity and role specification
Refrain from attacking the attitudes
Provide frequent feedback
Employee participation and involvement programs
Show appreciation for appropriate effort and citizen behaviours