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    Managing Employee Attitudes and Well-Being

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    JayChristian Quimson
    The document outlines several models for understanding job satisfaction, emotions, attitudes, and their relationship to employee behavior and well-being. It discusses the exit-voice-loyalty-neglect model of responses to job dissatisfaction and defines attitudes as clusters of beliefs, feelings, and intentions. It also discusses organizational commitment, stress and its sources/management, the impact of personality on emotions/attitudes/well-being, and models linking these factors to job performance and satisfaction.

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    Managing Employee Attitudes and Well-Being

    Uploaded by

    JayChristian Quimson
    420 views2 pages
    The document outlines several models for understanding job satisfaction, emotions, attitudes, and their relationship to employee behavior and well-being. It discusses the exit-voice-loyalty-neglect model of responses to job dissatisfaction and defines attitudes as clusters of beliefs, feelings, and intentions. It also discusses organizational commitment, stress and its sources/management, the impact of personality on emotions/attitudes/well-being, and models linking these factors to job performance and satisfaction.

    Original Description:

    Explains the factors that may affect the employees work ability.

    Original Title

    Managing Employee Attitudes and Well-being

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    The document outlines several models for understanding job satisfaction, emotions, attitudes, and their relationship to employee behavior and well-being. It discusses the exit-voice-loyalty-neglect model of responses to job dissatisfaction and defines attitudes as clusters of beliefs, feelings, and intentions. It also discusses organizational commitment, stress and its sources/management, the impact of personality on emotions/attitudes/well-being, and models linking these factors to job performance and satisfaction.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    420 views2 pages

    Managing Employee Attitudes and Well-Being

    Uploaded by

    JayChristian Quimson
    The document outlines several models for understanding job satisfaction, emotions, attitudes, and their relationship to employee behavior and well-being. It discusses the exit-voice-loyalty-neglect model of responses to job dissatisfaction and defines attitudes as clusters of beliefs, feelings, and intentions. It also discusses organizational commitment, stress and its sources/management, the impact of personality on emotions/attitudes/well-being, and models linking these factors to job performance and satisfaction.

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    HANDOUT #14

    Exit-voice-loyalty-Neglect (EVLN) model A


    model that outlines the consequences of job
    dissatisfaction

    MANAGING EMPLOYEE
    ATTITUDES and WELL-BEING
    EMOTIONS IN THE WORKPLACE

    Job Satisfaction and Work Behavior


    Four ways in which employees respond to
    dissatisfaction:

    So what are emotions?


    -

    Emotions, Attitudes, and Behavior


    Attitudes Clusters of beliefs, assessed
    feelings, and behavioral intentions toward a
    person, object, or event
    Three components of Attitudes:

    Emotions are physiological, behavioral


    and psychological episodes experiences
    toward an object, person, or event that
    create a state of readiness.

    Beliefs
    Feelings
    Behavioral intentions

    Exit
    Voice
    Loyalty
    Neglect

    Job Satisfaction and Performance


    The job performance leads to job satisfaction,
    but only when performance is linked to value
    rewards.
    Job Satisfaction and Customer Satisfaction

    Employee-Customer-Profit Chain Model

    ORGANIZATIONAL COMMITMENT
    Model of Emotions, Attitudes, and Behavior
    Cognitive Dissonance An uncomfortable
    tension experienced
    when
    behavior is
    inconsistent with our attitudes.

    JOB SATISFACTION A persons evaluation of his or her job and work context.

    An employees emotional attachment to,


    identification with, and involvement in a
    particular organization.

    Watch Out for Continuance Commitment


    Continuance commitment an employees
    calculative attachment to an organization,
    whereby an employee is motivated to stay only
    because leaving would be costly

    Building Organizational Commitment


    Ways to Build Organizational Loyalty

    Justice and support


    Shared values
    Trust
    Organizational Comprehension
    Employee Involvement

    WORK-RELATED STRESS AND ITS


    MANAGEMENT
    Stress An adaptive response to a situation that
    is perceived as challenging or threatening to a
    persons well-being.
    General Adaption Syndrome A model of the
    stress experience, consisting of three stages:
    alarm reaction, resistance, and exhaustion.
    Consequences of Distress
    Stress takes its toll on the human body. Many
    people experience tension headaches, muscle
    pain, and related problems due to muscle
    contractions from the stress response
    Stressors: The Sources of Stress

    Psychological harassment
    Sexual harassment
    Work Overload
    Low Task Control

    Managing Work-Related Stress


    Withdraw from the Stressor one set of
    strategies for minimizing workplace stress is to
    permanently or temporarily remove
    Stress Management Strategy

    Withdraw from the stressor


    Change stress perceptions
    Control stress consequences
    Receive social support
    Remove the Stressor

    Work-Life Balance A state of minimal conflict


    between work and non-work demands.

    PERSONALITY EFFECTS ON
    ATTITUDES AND WELL-BEING

    Personality The relatively stable pattern of


    behaviors and consistent internal states that
    explains a persons behavioral tendencies.
    The Big Five Personality Dimensions

    Conscientiousness
    Agreeableness
    Neuroticism
    Openness to experience
    Extroversion

    Effects of Personality on Emotions and


    Attitudes
    To some extent peoples emotions are
    influenced by their personalities, not just by their
    workplace experiences.
    Effects of Personality on Stress and WellBeing
    Because personality affects our moods and
    emotions, it also influences our stress reactions
    to the work environment.
    Effects of Personality on Performance
    These five personality dimensions affect workrelated behavior and job performance to varying
    degrees.
    Effects of Personality on Career Satisfaction
    Hollands Six Types of Personalities and Work
    Environments

    Realistic
    Investigative
    Artistic
    Social
    Enterprising
    Conventional

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