The opinion or belief segment Evaluative of an attitude. statements or judgments Affective Component concerning The emotional or feeling segment objects, of an attitude. people, or events. Behavioral Component An intention to behave in a certain way toward someone or something. The Theory of Cognitive Dissonance Cognitive Dissonance: any incompatibility between two or more attitudes or between behavior and attitudes. Individuals will attempt to reduce inconsistency which is uncomfortable. Desire to reduce dissonance depends on moderating factors, such as: Desire to reduce dissonance
1.Importance of the elements creating it. The more important it is,
the more motivated people to reduce the dissonance.
2.The degree of influence we believe we have over them. People will
be more motivated to reduce dissonance that they can control.
3.Rewards of dissonance. Higher rewards brings people be more
motivated to reduce dissonance. Major Job Attitudes
⮚ What are major job attitudes?
Job attitudes tap positive or negative evaluation that employees hold about aspects of their work environment. -Job satisfaction; describe a positive feeling about a job, result from an evaluation of its characteristics. Higher job satisfaction means employees have positive feeling from his job. -Job involvement; measure the degree to which people identify psychologically with their job and consider their perceived performance level important to self-worth. This concept is closely related to psychological empowerment, employee’s beliefs in the degree to which they influence their work environment, their competence, the meaningfulness of their job, and their perceived autonomy. Major Job Attitudes
-Organizational commitment; identification of employee with a
particular organization and its goals and wishes to remain a member. Three separate dimensions: a. Affective commitment; emotional attachment to the organization and a belief in its values.
b. Continuance commitment; the perceived economic value of
remaining with an organization.
c. Normative commitment; an obligation to remain with the
organization for moral or ethical reasons. Major Job Attitudes
-Perceived Organizational Support (POS); the degree to which
employees believe the organization values their contribution and cares about their well-being.
- Employee engagement; an individual involvement with, satisfaction
with, and enthusiasm for, the work he or she does. High employee engagement will leads to higher level of consumer satisfaction, higher productivity, higher profit, and lower turnover level. The Effect of Job Satisfaction on Employee Performance ⮚ Satisfaction and Productivity – Satisfied workers aren’t necessarily more productive. – 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. Job Satisfaction and Customer Satisfaction
⮚ 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. What causes job satisfaction? ❖ Job conditions
❖ Working environment
❖ Rewards
❖ Performance feedback
❖ Supervisor support
❖ Job autonomy/ freedom
❖ - Core self-evaluations; bottom-line conclusions individuals have
about their capabilities, competence, and worth as person Specific outcomes of job satisfaction and dissatisfaction in the workplace 1. Job satisfaction and job performance Organizations with more satisfied employees tend to be more effective than organization with fewer.
2. Job satisfaction and OCB
People who are more satisfied with their jobs are more likely to engage in OCB (organizational citizenship behavior).
3. Job satisfaction and customer satisfaction
Satisfied employees increase customer satisfaction and loyalty.
4. Job satisfaction and absenteeism
Dissatisfied employee tend to miss work and have high absence rate. Specific outcomes of job satisfaction and dissatisfaction in the workplace
5. Job satisfaction and turnover
Job dissatisfaction is more likely to translate into turnover when employment opportunities are plentiful because employees perceive it is easy to move.
6. Job satisfaction and workplace deviance
If employees don’t like their work environment, they’ll respond somehow. Expressing Dissatisfaction Constructive Destructive
Voice Exit Active and constructive Behavior directed toward Active
attempts to improve leaving the organization
conditions
Loyalty Neglect Passive
Passively waiting for Allowing conditions to
conditions to improve worsen CHALLENGER
Ali loves his job as a writer in Dawn Group but hates
internal politics. A couple of writers here spend more time praising the executive producer than doing any work and head writer clearly has his favorites. While they pay me a lot and I get to really use my creativity, I’m sick of having to be alter for backstabbers and constantly to self promote to contributions. I’m tired of doing most of the work and getting little of the credit. This is all appoint having an internal politics with an organization contaminating the environment and ultimately impact the culture. Suggest the ways to handle the politicking and maintain a positive attitude. Affect, Emotions, and Moods Joy Sadness Surprise Neutral Anger Fear Disgust Joy Sadness Surprise Neutral Anger Fear Disgust Joy Sadness Surprise Neutral Anger Fear Disgust Joy Sadness Surprise Neutral Anger Fear Disgust Joy Sadness Surprise Neutral Anger Fear Disgust Joy Sadness Surprise Neutral Anger Fear Disgust Joy Sadness Surprise Neutral Anger Fear Disgust Joy Sadness Surprise Neutral Anger Fear Disgust The Basic Moods: Positive and Negative Affect ⮚ Positive affect: a mood dimension consisting of positive emotions such as excitement, enthusiasm, and elation at the high end (high positive affect) and boredom, depression, and fatigue at the low end (low positive affect)
⮚ Negative affect: a mood dimension consisting of nervousness,
stress, and anxiety at the high end (high negative affect) and contentedness, calmness, and serenity at the low end (low negative affect) Experiencing Moods and Emotions ⮚ Positive moods are somewhat more common than negative moods ■ Positivity offset: at zero input, most people experience a mildly positive mood The Function of Emotions and Moods
⮚ Emotions and Rationality
■Emotions are critical to rational thought: they help us understand the world around us ⮚ Emotions and Ethics ■ New research suggests that ethical behavior may be based to some degree on emotions and feelings Sources of Emotions and Moods ⮚ Personality ■ Some people experience certain moods and emotions more frequently than others ■ Affect intensity: experiencing the same emotions with different intensities ⮚ Time of day ■ People vary in their moods by time of day ⮚ Day of the week ■ People tend to be in their best mood on the weekend More Sources ⮚ Weather ■ No impact according to research ⮚ Stress ■ Increased stress worsens moods ⮚ Social Activities ■ Physical, informal, and epicurean activities increase positive mood ⮚ Sleep ■ Lack of sleep increases negative emotions and impairs decision making Even More Sources ⮚ Exercise ■ Mildly enhances positive mood ⮚ Age ■ Older people experience negative emotions less frequently ⮚ Sex ■ Women show greater emotional expression, experience emotions more intensely, and display more frequent expressions of emotions ■ Could be due to socialization Emotional Labor
⮚ Emotional labor: an employee’s expression of
organizationally desired emotions during interpersonal transactions at work
⮚ Emotional dissonance: when an employee has
to project one emotion while simultaneously feeling another Felt vs. Displayed Emotions ⮚ Felt Emotions: ■ The individual’s actual emotions ⮚ Displayed Emotions: ■ The learned emotions that the organization requires workers to show and considers appropriate in a given job ■ Surface Acting - hiding one’s true emotions ■ Deep Acting - trying to change one’s feelings based on display rules Affective Events Theory
⮚ How do emotions and moods influence job
performance and satisfaction?
⮚ Affective events theory (AET): employees
react emotionally to things that happen to them at work, and this reaction influences their job performance and satisfaction Affective Events Theory
Affective Events Theory Emotional Intelligence ⮚ Emotional intelligence: a person’s ability to:
■Perceive emotions in the self and
others ■ Understand the meaning of these emotions ■ Regulate one’s emotions in a cascading model OB Applications of Emotions and Moods
⮚ Selection – Employers should consider EI
a factor in hiring for jobs that demand a high degree of social interaction ⮚ Decision Making – Positive emotions can increase problem-solving skills and help us understand and analyze new information ⮚ Creativity – Positive moods and feedback may increase creativity More OB Applications of Emotions and Moods ⮚ Motivation – Promoting positive moods may give a more motivated workforce
⮚ Leadership – Emotions help convey messages
more effectively
⮚ Negotiation – Emotions may impair
negotiator performance
⮚ Customer Service – Customers “catch”
emotions from employees, called emotional contagion Even More OB Applications of Emotions and Moods ⮚ Job Attitudes – Emotions at work get carried home but rarely carry over to the next day ⮚ Deviant Workplace Behaviors – Those who feel negative emotions are more likely to engage in deviant behavior at work ⮚ Safety and Injury at Work – Bad moods can contribute to injuries on the job
