Attitudes and Job Satisfaction Chapter 3

Attitudes and job satisfaction Chapter 3
Attitudes: are evaluative statements favorable or unfavorable about objects people or events . They
reflect how we feel about something.
Components of an attitude include 3 things :
1) Cognitive component
2) Affective component
3) Behavioral component
Congnitive component is the description of or the belief in the way that things are. For example “I did
not get the promotion because my supervisor is unfair” is a cognitive component.
Affective component is the feeling segment of an attitude. For example “ I hate my boss!”. Is an affective
component.
Behavioral component describes an intention to behave in a certain way towards someone or

something.For example “I have complained about my supervisor to anyone and everyone who would
listen”.
Cognitive Dissonance is any incompatibility an individual might perceive between two or more attitudes.
For example a waiter has to have a positive attitude regardless of how rude the customer behaves this
requires high cognitive dissonance. Moderating factors of cognitive dissonance are
 Importance of the element creating it

 The degree of influence we believe we have over the element.
 Rewards of dissonance. High dissonance , high rewards.
(people seek consistency between their attitudes or bw their behavior and attitudes.)
Moderating variables
1) Importance of the attitude
2) Its correspondence to the behavior
3) Accessibility
4) The presence of social pressures
5) Direct experience with the attitude.
Major Job Attitudes

Job Satisfaction: A positive feeling about one’s job resulting from an evaluation of it’s characteristics. Job
satisfaction is about the experience the job provides as a whole.
Job Involvement: Degree of psychological identification with a job. (Actively participating in it and
considering performance important to self worth.)
Psychological Empowement : The degree of influence over one’s job competence, job meaningfulness
and autonomy. Managers should give their empolyees autonomy to a certain extent.
How to psychologically empower someone:
1) Involve them in the decision making process.

2) Making them feel that their work is important
3) Discretion to do their own thing.
4) Organizational citizen behavior (OCB) where an employee feels they are part of the organization.
Organizational commitment : The degree to which an employee identifies with a particular organization
and its goals.
Perceived organizational support (POS) is the degree to which emplolyees believe the organization
values their contribution and cares about their well being. For example an employee believes his
organization would accommodate him if he had a child care problem or would forgive an honest mistake.
Strong pos leads to higher ocb and lower levels of tardiness in emplyees.
Employee engagement : An individuals involvement with, satisfaction with and enthusiasm for the work
they do.
How to increase employee engagement:
1) Access to resources
2) An opputunity to learn new skills
3) Also feel that their work is important
4) Healthy interaction between co workers and supervisors.
5) Recognize and reward top performance
How to calculate job satisfaction :
1) Single global rating

2) Summation of job facets
Single global rating is a response to one question such as “all things considered how satisfied are you
with your job?. The respondent answers by circling a number between 1-2 for hightly satisfied to highly
dissatisfied .
Summation of job facets is more sophisticated. It identifies key elements in a job such as the nature of
the work, supervision , present pay, promotion oppurtunities etc. respondents rate these on a scale and
reserarchers add the ratings to create an overall job satisfaction score.
What causes job satisfaction ?
Interdependence , feedback, social support, and interaction with co workers outside the workplace.
Positive core self evaluation also play a key role in job satisfaction
Core evaluation is the conclusions individuals have about their capabilities , competence and worth as a
person.
Employees with a positive core self evaluation are those who believe In their inner worth and basic
competence.
Voice – Loyalty – Exit – Neglect framework
Voice response includes actively and constructively attempting to improve conditions including
suggesting improvements and discussing problems with the superiors.
Loyalty response means passively but optimistically waiting for conditions to improve. Trusting the
management to do the right thing.
Neglect response passively allows conditons to worsen and includes chronic absenteeism or lateness,
low effort and increased error rate.
Exit response directs behavior toward leaving the organization . Employees looking to get the axe.

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Attitudes and job satisfaction Chapter 3

Components of an attitude include 3 things :

Behavioral component describes an intention to behave in a certain way towards someone or

 Importance of the element creating it

Major Job Attitudes

1) Involve them in the decision making process.

How to increase employee engagement:

How to calculate job satisfaction :

1) Single global rating

What causes job satisfaction ?

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