Chapter Three Slides OB

Organizational
Behavior
Chapter 3 15th Global Edition

Robbins and Judge
Attitudes and Job Satisfaction
Copyright © 2013 Pearson Education 3-1

Chapter 3 Learning Objectives
After studying this chapter you should be able to:

 Contrast the three components of an attitude.
 Summarize the relationship between attitudes and

behavior.
 Compare and contrast the major job attitudes.
 Define job satisfaction and show how it can be measured.
 Summarize the main causes of job satisfaction.
 Identify four employee responses to dissatisfaction.

Contrast the Three
Components of an Attitude
Evaluative statements or judgments concerning
objects, people, or events
Three components of an attitude:
The emotional or
Affective
feeling segment
Cognitive
of an attitude
The opinion or
belief segment of Behavioral
an attitude
An intention to behave
in a certain way toward
someone or something
Attitude
3-3
Copyright © 2013 Pearson Education
Summarize the Relationship
Between Attitudes and Behavior
 The attitudes people hold determine what they do.

 Festinger proposed that cases of attitude
following behavior illustrate the effects of
cognitive dissonance.
 Cognitive Dissonance is incompatibility an
individual might perceive between two or more
attitudes or between behavior and attitudes.
 Research has generally concluded that people
seek consistency among their attitudes and
between their attitudes and their behavior.
3-4
Summarize the Relationship
Between Attitudes and Behavior
 Importance of the attitude
 Its correspondence to behavior Attitude
 Its accessibility
Mitigating Variables
 The presence of social pressure
Predicts
 Whether or not a person has had
direct experience with the behavior
 The attitude/behavior relationship is Behavior

stronger if it refers to something in
our direct personal experience
3-5
Compare and Contrast the Major Job
Attitudes
 Job Satisfaction
 A positive feeling about the job resulting from an
evaluation of its characteristics
 Job Involvement
 Degree of psychological identification with the job
where perceived performance is important to self-
worth
 Logical Empowerment
 Belief in the degree of influence over the job,
competence, job meaningfulness, and autonomy3-6
Compare and Contrast
the Major Job Attitudes
 Organizational Commitment
 Identifying with a particular organization and
its goals, while wishing to maintain
membership in the organization.
 Three dimensions:
 Affective – emotional attachment to
organization
 Continuance Commitment – economic value
of staying
 Normative – moral or ethical obligations
3-7
 Organizational Commitment (cont)

 Has some relation to performance,
especially for new employees.
 Theoretical models propose that
employees who are committed will be less
likely to engage in work withdrawal even if
they are dissatisfied, because they have a
sense of organizational loyalty.
3-8
 Perceived Organizational Support (POS)

 Degree to which employees believe the
organization values their contribution and
cares about their well-being.
 Higher when rewards are fair, employees are
involved in decision making, and
supervisors are seen as supportive.
 High POS is related to higher OCBs and
performance.
3-9
 Employee Engagement
 The degree of involvement with,
satisfaction with, and enthusiasm for
the job.
 Engaged employees are passionate
about their work and company.
3-10
 Are These Job Attitudes Really Distinct?

 No: these attitudes are highly related
 Variables may be redundant (measuring the
same thing under a different name)
 While there is some distinction, there is also
a lot of overlap
 Overlap may cause confusion
3-11
Define Job Satisfaction
and Show How It Can Be Measured
 Job satisfaction
 A positive feeling about a job resulting from
an evaluation of its characteristics
 Two approaches for measuring Job

Satisfaction are popular:
 The single global rating
 The summation of job facets
3-12
Define Job Satisfaction and Show How It Can Be Measured
Insert Exhibit 3.2
3-13
Summarize the Main
Causes of Job Satisfaction
 Pay influences job satisfaction only to

a point.
 After a certain amount of money there
is no relationship between amount of
pay and job satisfaction.
 Money may bring happiness, but not
necessarily job satisfaction.
3-14
Summarize the Main Causes of Job Satisfaction
Insert Exhibit 3-3
3-15
Summarize the Main Causes of Job Satisfaction
 Personality also plays a role in Job

Satisfaction.
 People who have positive core self-
evaluations, who believe in their inner worth
and basic competence are more satisfied
with their jobs than those with negative core
self-evaluations.
 Those with negative core self-evaluations
set less ambitious goals and are more likely
to give up when confronting difficulties.

Identify Four Employee Responses to Dissatisfaction
Insert Exhibit 3-5
3-17
Summary and Implications for Managers
 Satisfied and committed employees have lower rates of

turnover, absenteeism, and withdrawal behaviors.
 Managers will also want to measure job attitudes
effectively so they can tell how employees are reacting to
their work.
 The most important thing managers can do to raise
employee satisfaction is focus on the intrinsic parts of the
job, such as making the work challenging and interesting.
 Although paying employees poorly will likely not attract
high-quality employees to the organization or keep high
performers, managers should realize that high pay alone is
unlikely to create a satisfying work environment.

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Organizational

Chapter 3 15th Global Edition

Attitudes and Job Satisfaction

Copyright © 2013 Pearson Education 3-1

After studying this chapter you should be able to:

 Summarize the relationship between attitudes and

 Compare and contrast the major job attitudes.

 Define job satisfaction and show how it can be measured.

 Summarize the main causes of job satisfaction.

 Identify four employee responses to dissatisfaction.

 The attitudes people hold determine what they do.

 Its correspondence to behavior Attitude

 The attitude/behavior relationship is Behavior

 Organizational Commitment (cont)

 Perceived Organizational Support (POS)

 Are These Job Attitudes Really Distinct?

 Two approaches for measuring Job

Insert Exhibit 3.2

 Pay influences job satisfaction only to

Insert Exhibit 3-3

 Personality also plays a role in Job

Copyright © 2013 Pearson Education 3-16

Insert Exhibit 3-5

 Satisfied and committed employees have lower rates of

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