03 Employee Attitude and Job Satisfaction
03 Employee Attitude and Job Satisfaction
03 Employee Attitude and Job Satisfaction
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The definitions of attitude reveals three
important conclusions.
person or idea.
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• "ABC Model of Attitudes," by psychologist
Albert Ellis.
1. Affect,
2. Behavior, and
3. Cognition.
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Affect (Emotional Component):
• This refers to the emotional or affective
response that an individual has toward a
particular object, person, idea, or situation.
Behavior (Behavioral Component):
• This component involves the actions or
behaviors that a person takes based on their
attitude.
Cognition (Cognitive Component):
• This refers to the thoughts, beliefs, and
knowledge that a person holds about an object,
person, idea, or situation.
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• The ABC Model of Attitudes suggests that these
three components are interconnected and
influence each other.
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Attitudes are complex and can be influenced by
various factors, including
- personal experiences,
- cognitive processes.
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Belief and Attitude
Formation
family responsibilities)
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3. Beliefs are developed as a result of
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Influence on Attitude Formation
• Cultural Influences
• Group Memberships
• Family influences
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Attitude Change
One of the most difficult task is to create the
1. Insufficient Justification
2. Prior Commitments
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Insufficient Justification
Prior Commitment
When people feel a commitment to a
particular course of action and are
unwilling to change.
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Mechanism of Attitude Change
4. Dissonance arousal
5. Participation in decision
making
6. Influence of friends
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What are the Major Job
Attitudes?
job satisfaction
characteristics.
job involvement
worth.
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Psychological empowerment
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Organizational Commitment
The degree to which an employee identifies
organization
organizational loyalty.
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perceived organizational support (POS)
POS is the degree to which employees believe the
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Employee Engagement
An individual’s involvement with, satisfaction
she does.
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Does Behavior Always Follow from
Attitudes?
• Leon Festinger – No, the reverse is
sometimes true!
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Attitude and Consistency
Research has generally concluded that
people seek consistency among their attitudes
and between their attitude and their behaviour.
This means that individuals seek to reconcile
divergent attitudes and align their attitudes and
behaviour.
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Cognitive Dissonance Theory
1950s Leon Festinger proposed the theory of cognitive
dissonance. This theory sought to explain the linkage
between attitudes and behaviour.
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Organizational Implication of this Theory
This concept can help to predict the propensity to
engage in attitude and behavioural change. If
individuals are required by the demands of their job to
do things that contradict their personal attitude. So,
they will tend to modify their attitude in order to make it
compatible with the cognition of what they have done.
Therefore, greater dissonance can be reduced by
the following manner:
1. Importance
2. Choice
3. Reward Factors
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Values
Abstract ideals (positive or negative) that
are not tied to any specific object or
situation.
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Some Personal Values
• Achievement
• Equality
• Freedom
• Inner peace
• Self-respect
• Social respect
• Friendship
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Values and Job attitude
• Basic personal values affect individual
reactions to job situations.
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Attitude Surveys
• Attitude Surveys
– A instrument/document that presents employees
with a set of statements or questions eliciting
how they feel about their jobs, work groups,
supervisors, or their organization.
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Sample Attitude Survey
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Job Satisfaction
What is meant by job satisfaction?
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Factors Influence on Job Satisfaction
1.Work Environment
This includes the physical and psychological
surroundings in which an employee performs their
tasks.
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5. Opportunities for Growth and
Advancement:
Employees often seek opportunities for skill
development, career advancement, and the
chance to take on more challenging and
meaningful roles.
6. Job Security
Feeling secure in one's job can positively
impact job satisfaction.
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In Summary
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The Impact of Satisfied and Dissatisfied
Employees on the Workplace
• What happens when employees like their
jobs, and when they dislike their jobs?
Consequences of Dissatisfaction
Exit
The exit response directs behavior toward leaving
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Consequences of Dissatisfaction
Voice.
●
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• ● Loyalty.
The loyalty response means passively but
Neglect.
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Managers should do things that generate the
positive attitudes that reduce absenteeism and
turnover.
Managers should focus on helping employees
become more productive to increase job
satisfaction.
Managers identify the external sources of
dissonance.
Managers provide rewards compensating for
the dissonance.
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Measurement of Job Satisfaction
1. Rating Scale
2. Critical Incidents
3. Interviews
4. Overt Behavioir
5. Action Tendencies
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Rating Scale
Rating scales are direct verbal self reports
Critical Incidents
Employees were asked to describe incidents
on their job that were particularly satisfying
and incidents were particularly dissatisfying.
Interviews
Structured/unstructured
Overt Behavioir
Observing actual employee behaviours.
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Organizational Citizenship behavior
(OCB)
Discretionary behavior that is not part of an
employee’s formal job requirements but that
nevertheless promotes the effective functioning of the
organization.
Successful org. need employees who will do more
than their usual job duties.
Organizations needs employees who will engage in
good citizenship behaviour such as
helping others on their team,
Volunteering for extra work,
avoiding unnecessary conflicts,
Gradually tolerating occasional work-related
impositions and nuisances
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