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Attitudes Evaluative statements or judgments about objects,people or events. Reflect how one feels aboutsomething ( less stable but affect job behaviour)

Persistent tendency to feel and behave in aparticular manner toward some object

Tend to persist, may range from favourable tounfavourable and directed toward an object aboutwhich a person has feelings and belief.

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Components of an attitude

Cognitive/ Informational: opinion or belief segment

Affective/ Emotional: emotional or feeling segment

Behavioural: Intention to behave in a certain waytoward someone or something

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Functions of Attitudes The Adjustment Function

The Ego Defensive Function

The Value-Expressive Function The Knowledge Function

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Three job-related attitudesJob satisfaction ( general attitude towards the job)Job Involvement ( the degree to which an individual

identifies with the job, actively participates in it

and considers his/ her performance important toself-worth)

Organizational commitment( the degree to whichthe individual identifies with the organization andits goals and wishes to maintain membership in the

organization)

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Attitudes and Consistency Cognitive dissonance: any incompatibility between

two or more attitudes or between behaviour andattitudes

People would try to reduce dissonance

Desire to reduce dissonance is influenced byimportance of elements, degree of influence, rewards

involved

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Moderating variables in attitude

behaviour relationship Importance

Specificity

Accessibility Social Pressure

Direct Experience

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Self Perception Theory Behaviour-Attitude relationship

Attitudes are used after the fact to make sense out of

an action that has already been occurredAttitudes are casual verbal statements, used to create

plausible answers

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Changing attitudes Barriers to changing attitudes: Escalation of

commitment and insufficient information

Providing new information

Use of Fear

Resolving Discrepancies

Influence of friends or Peers

The Co-opting approach

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Measuring Job SatisfactionA pleasurable or positive emotional state resulting

from the appraisal of one's job experience

Single global rating

Summation score made up of a number of jobfacets: nature of work, supervision, present pay,promotion opportunities,relations with co-workers

Its relationship with productivity, absenteeism andturnover

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Expressing Dissatisfaction Exit

Voice

Loyalty Neglect

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Three component model of

Organizational CommitmentAffective commitment: emotional attachment to or

identification with and involvement with the

organization Continuance commitment: associated with costs of

leaving the organization

Normative Commitment: Employees feeling of

obligation to stay with the organization