Job attitude

From Wikipedia, the free encyclopedia

A job attitude is a set of evaluations of one's job that constitute one's feelings toward, beliefs about,
and attachment to one's job.[1] Overall job attitude can be conceptualized in two ways. Either as
affective job satisfaction that constitutes a general or global subjective feeling about a job,[2] or as a
composite of objective cognitive assessments of specific job facets, such as pay, conditions,
opportunities and other aspects of a particular job.[3] Employees evaluate their advancement
opportunities by observing their job, their occupation, and their employer.[1]

Defining[edit]
Research demonstrates that interrelationships and complexities underlie what would seem to be the
simply defined term job attitudes. The long history of research into job attitudes suggests there is no
commonly agreed upon definition.[1] There are both cognitive and affective aspects, which need not
be in correspondence with each other.[4] Job attitude should also not be confused with the broader
term attitude, because attitude is defined as a psychological tendency that is expressed by
evaluating a particular entity with some degree of favor or disfavor, whereas job attitude is a
particular instance as an entity.[1]In the definition above, the term "job" involves one's current
position, one's work or one's occupation, and one's employer as its entity. However, one's attitude
towards his/her work does not necessarily have to be equal with one's attitudes towards his/her
employer, and these two factors often diverge.[4]
Global job attitudes are attitudes developed towards a job through the organization, working
environment, affective disposition, aggregate measures of job characteristics and the social
environment. They depend on the broad totality of work conditions. In fact, job attitudes are also
closely associated with more global measures of life satisfaction. Scales such as "Faces" enable
researchers to interpret overall satisfaction with work. The Job in General scale focuses on the
cognitive perspective (rather than applied) of the effects of job attitudes. A variety of job attributes
are associated with different levels of satisfaction within global job attitudes.[1]
Other types[edit]

1. Job Involvement: Identifying with one's job and actively participating in it, and considering
performance important to self-worth.[5]
2. Organizational Commitment: Identifying with a particular organization and its goals, and
wishing to maintain membership in the organization.[5]
3. Perceived Organizational Support (POS): The degree to which employees feel the
organization cares about their well-being.[5]
4. Employee Engagement: An individual's involvement with, satisfaction with, and enthusiasm
for the organization.[5]

Affective[edit]
Affective job satisfaction is a singular construct comprising an overall emotional feeling about a job
as a whole or in general.[6][7] Affective job satisfaction is measured with items addressing the extent to
which individuals subjectively and emotively like their job overall,[8] not a composite of how
individuals cognitively assess two or more specific aspects of their job.[citation needed] The 4-item Brief
Index of Affective Job Satisfaction has been developed to produce a purely affective as opposed to
cognitive measure of overall affective job satisfaction.[2]

Job facet satisfaction[edit]

Job facet satisfaction refers to feelings about specific job aspects, such as salary, benefits, and
relationships with co-workers.[9]

 Satisfaction with work: The emotional state of a worker while working is critical to job attitudes.
Although a person may self-identify in terms of profession, for example as a doctor, lawyer or
engineer, it is their well being at work which is significant in characterizing job attitude.
Satisfaction with work can be analyzed by evaluation (I like or dislike my job), cognitively (my
work is challenging) and behaviorally (I am reliable).[9]
 Supervision: Supervision has a significant relationship with productivity. However, supervision
can only be taken positively with acceptance. Therefore, it is important to ensure a positive
attitude to work.[10]
 Co-workers: Co-workers are a common source of job stress, as demonstrated by studies using
role theory.[11]
 Pay and promotion: Given employee commitment and organizational personality orientation,
compensation and advancement function as positive reinforcement, demonstrating that the
worker is valued and reinforcing loyalty.[12]

Influencing factors[edit]
Emotional exhaustion[edit]
Interpersonal conflict affects job attitudes: cut-throat competition resulted in a bitter relationship with
co-workers. The exacerbated stress leads to emotional exhaustion, and this negatively affects job
attitude.[13]
Personality[edit]
Subordinates' job attitude, such as job satisfaction and turnover intention, does not influence
"satisfaction with the supervisor". The supervisor's personality strongly influences the subordinate's
"satisfaction with the supervisor". Personality traits of the supervisor, in particular
agreeableness, extroversion and emotional stability, are positively related to subordinate attitude
and have a greater effect on subordinate satisfaction with supervision than do more general work-
related attitudes.[14] Supervisor agreeableness and emotional stability were positively related with
employee satisfaction with the supervisor, and supervisor extroversion was negatively correlated
with turnover intentions.[14]

Resulting behaviors[edit]
Cyber-loafing[edit]
Employees who have lower job involvement and intrinsic involvement are more likely to be involved
in cyber loafingbehavior.[15] Employees who perceive the work environment as supportive and
motivating are less likely to engage in cyber loafing; conversely, groups within the company who
engage in social loafing using the internet create a norm of such behavior.[15] However, there was
only a limited relationship between non-internet loafing behavior and cyber loafing. Chit-chatbetween
co-workers can be a sign of productivity as well as a sign of wasting time.[15]
Task performance[edit]
Companies whose workers have positive attitudes are more effective than whose workers do
not.[5] Job attitude influences performance, and not performance that influences attitude.[16]
Withdrawal vs. counterproductivity[edit]
Human relation variables and group norms are variables of job attitude that are directly related to
turnover. Identification with the organization was directly related to turnover, whereas group norms
had an indirect relationship with turnover.[17]

Major Job Attitudes

Take a second to image a farmer, a doctor, an insurance salesmen and a cab driver. While these job types are
extremely different, each person that holds one of these positions (or both, like a cab-driving doctor) has an
attitude about the job as a whole. There can be aspects they like, aspects they hate and some that they do not have
an opinion on one way or the other. However, no matter what the job is, we all have attitudes about our job.

Primarily those attitudes are focused on the function of the job (having to plow a field at 4 AM or having to go
door-to-door to sell insurance) but can also be focused on the people we work with and the culture of the
company. Attitudes, as they relate to our jobs, encompass the entire work environment, culture and job functions.
They will impact not only how we view our jobs but how well or how poorly we do them.

Three Types Of General Attitudes

We can discuss three basic types of general attitudes as they relate to work and the work environment. Those three
are:

 Job-Lovers: Let's face it, we have people out there who love their jobs, and that is the basic definition of a
job-lover. In many ways, this attitude is as much a result of the person as it is the company. Some people just
fit in a company or do not let things bother them or get to them. This helps a great deal in developing a 'love'
attitude with your job.
 Job-Haters: On the other side of the coin, we have job-haters. No matter what, these individuals simply do
not like their jobs and probably never will. Oddly enough, there are more reasons for people to not like their
jobs than to like them. For instance, we can look at the company overall, your boss or your coworkers as areas
of discontent. For job-haters, they can have issues with doing a job they feel is beneath them or not being
recognized enough, in their opinion, for the work they do. Thus, the scope of why people hate their jobs is
usually much deeper and wider than those who like their jobs.
 Job-Doers: These are the people in the middle. They show up, do their job and are somewhat neutral about
their feelings toward it. There is nothing good or bad about these individuals - they simply believe a job is a
part of life and they just, well, do their job.
The Aspects Of Job Attitude
While it can be said that some people can be classified by overall attitude ('John is always upbeat' or 'man, Mary is
always in a bad mood'), there are aspects of jobs that can impact the attitude a person has about their position and
company.

Job Satisfaction: How much satisfaction a person gets from doing their job can directly relate to their attitude
about it. Job satisfaction is a very personal aspect of work as satisfaction, in many ways, reflects how the person
views not only how they do their job but also how the company views how they do their job and who they are as a
person. There are several components that are associated with job satisfaction, and they are: recognition, equitable
compensation, ability to grow in the position and responsibility commensurate with compensation.

Job Involvement: This aspect of attitudes relates to how engaged a person is with doing their job and the level of
enthusiasm they have for doing it. We have all experienced individuals who did not seem to care about their jobs
(like a waiter bringing you your meal, it is cold, and they don't really care) and people that seemed to go above and
 beyond the call of duty. These are direct reflections of the level of job involvement a person has, and it reflects in
their attitude towards doing their job.

Employee Engagement: Employees not only show attitudes by how well or how poorly they do their jobs but
also by how engaged they are with the company. Employee engagement is the degree to which an employee is
connected to all aspects of the company and works to help the organization grow and reach its goals. For this
aspect, individuals might volunteer in company-sponsored events to help the needy, or they might recommend cost
savings ideas that they see as they do their job. This type of engagement is a godsend for companies as it shows
how involved the employee is beyond just doing their job.
Continue reading...

CHAPTERS IN BUSINESS 107: ORGANIZATIONAL BEHAVIOR


o 1.The Evolution of Organizational Behavior (8 lessons)
o 2.Management and Organizational Behavior (4 lessons)
o 3.Foundations of Individual Behavior (5 lessons)
o 4.Personality and Behavior in Organizations (8 lessons)
o 5.Emotions and Moods in the Workplace(6 lessons)

o 6.Attitudes and Values in the Workplace(11 lessons)

o 7.Ethics in the Workplace (8 lessons)
o 8.Perception and Attribution (8 lessons)
o 9.Learning in the Workplace (5 lessons)
o 10.Employee Motivation (18 lessons)
o 11.Individual Decision Making in Organizations (6 lessons)
o 12.Workforce Diversity (5 lessons)

o 13.Organizational Communication in Business (9 lessons)


o 14.Groups and Work Teams (12 lessons)
o 15.Group Decision Making (8 lessons)
o 16.Conflict in the Workplace (8 lessons)
o 17.Leadership in Organizational Behavior(12 lessons)
o 18.Leadership Theory in Organizational Behavior (6 lessons)
o 19.Leadership Styles in Organizational Behavior (11 lessons)
o 20.Organizational Structure and Design (18 lessons)
o 21.Job Design (10 lessons)
o 22.Organizational Culture (10 lessons)
o 23.Organizational Change and Organizational Behavior (16 lessons)
o 24.Managing Workplace Stress (4 lessons)
o 25.Career Management (4 lessons)

o 26.Global Implications of Organizational Behavior (12 lessons)

4 Types Of Job Attitudes – Which One Are You?

December 27, 2013 by Mary Sherwood Sevinsky

3
Workplace

Advertisement

Did you know there are different types of job attitudes? Find out which one you are!

Attitude | Noun

1. The way a person thinks and behaves

2. A position of the body
3. Informal a hostile manner
4. The orientation of an aircraft or spacecraft in relation to some plane or direction [Latin aptus apt]

FACT: Attitude = Effectiveness And Success On-The-Job

Thinking and behaving (attitude) influence the world around us in ways obvious and not so apparent,
but the effect is REAL, nonetheless. There are four basic kinds of people in business today. They
can be best characterized by their attitudes:

Job Lover

A person can LOVE their job and may, read trade journals, spend hours over “working
lunches/breaks,” have friends that are in the same industry, and also find time to seek out ways to
even further improve work or business: By all appearances the MODEL worker – right?

WRONG. This employee, business owner, or consultant may miss opportunities by erroneously
thinking that all their hard work, without a doubt will benefit them. Throwing oneself into work so fully
and energetically can create blinders not only to unexpected pitfalls in the business arena, but may
also keep one from fully experiencing personal opportunities. In short, all work and no play makes
Jane a dull girl!

Job Doer

Perhaps this Jack or Jane takes a more pragmatic approach: The job as a means to an
end. Working like a dog might mean more enjoyable periods of time off, the ability to pay the bills,
travel, take vacations, and/or enjoy hobbies. Sometimes it is just the little things – pride in a job well
done, being responsible, just being a contributing member of society in general!

Still, there is room for growth and self-examination. A job, business, or current opportunity (while it
lasts!) can provide one with the basics, maybe more. Sure life is good, but, in the current climate,
one must be prepared for the unexpected.
Job Hater

Again it does not matter the title – owner, worker, consultant, whatever. Folks in this category may
bark out orders whenever possible, complain constantly, frown consistently, and criticize coworkers,
boss, company in general. One wonders not how they are able to bring themselves to get out of bed
in the morning, but why they are allowed to!

Typically, a person with this type of attitude has too much time and energy wrapped up in expressing
these negative feelings that seem to build and explode in a never-ending torrent to consider
opportunities. Blindfolded, often opportunities and anything else that could be construed as positive
are missed.

Job What?

Most readers will admit to knowing at least one of this type, who can be summed up by their
perpetual query, “Why am I here?” They often call in sick whenever possible (especially when not),
spend more time on personal business than work, miss meetings, deadlines, and are frequently
late/miss work.

This guy or gal is seldom a boss, but sometimes people get lucky and own businesses run
effectively by the sweat of others! Regardless, one is left to wonder who benefits from this person
showing up on the “job.” Potential is buried by lack of caring and activity. Talk about hiding one’s
light under a bushel! Opportunities are not only not recognized by this type, but are literally pushed
aside…

Think about your attitude about work now. How is it affecting you and your opportunities – are you
prepared to make a change if you need to? Who are you as an owner, employee, boss, or
consultant? How do you present to others? Creating an up to date curriculum vitae or resume help
you develop a clear statement of who you are and what you have to offer to customers, employees,
employers or bosses. In short, it can help you develop your own personal brand that can make you
stand head and shoulders above others in your field.

Enjoy this article? You’ve got time for another! Check out these related articles:

 5 Attitudes To Get You Ahead In The Workplace

 Do You Have A Good Attitude At Work?
 How Your Attitude Defines Your Job Search

Read more at http://www.careerealism.com/job-attitudes-types/#ACz0DlKW36H62IHi.99