Chapter 3

Adeyl Khan, Faculty, BBA, NSU

Chapter 3Attitudes and

Job Satisfaction


Who do you love!Chef prepared foodGym

Climbing wall, Volleyball, two Lap PoolOnsite haircut, dry-cleaning,

free doctors checkup …Free dental workFree transportation

Pickup every 15 mins* Leather seat Bicycle racks Wireless internet

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AttitudeAttitudesEvaluative statements or judgements concerning objects, people, or events.

Cognitive componentThe opinion or belief segment of an attitude.- My pay is lowAffective ComponentThe emotional or feeling segment of an attitude. (Depends on cognitive …)- I am angry over how little I get paidBehavioral ComponentAn intention to behave in a certain way toward someone or something.- I’ll get a job that pays better.

Immediate


Attitudes

You’ve been treated unfairly

Underlying reasons can be complex.


Why? An organizational standpointWhat does your employees believe!

A coworker got the promotion you deserved Cognitive

I deserve the promotion supervisor gave to another employee

Affective Strong dislikes to supervisors

Behavioral Looking for another job

Conspiracy to make employees work harder for the same and less money How did this attitude form Relationship to actual job behavior How to change

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Attitude and BehaviorBehavior follows Attitude

Watching TV (Channels)Distasteful Assignments

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A B


Self-Perception TheoryAttitudes are used after the fact to make

sense out of an action that has already occurred.

People seek consistency among Various attitudes Attitude and behavior

B A !

Cognitive Dissonance

Behavior follows Attitude !

•People change what they say •contradict what they do

•Ford Mustang


Cognitive DissonanceAny incompatibility between two or more

attitudes or between behavior and attitudes.

The Theory Inconsistency is Uncomfortable, Individuals

seek to reduce this gap, or “dissonance” Go to a stable state

Is there dissonance? Is there Discomfort?

Coping Mechanism- Alter

•Attitude, Behavior, Rationalization

Tobacco Industry (P 80-

81)


Theory: Reduce (remove) dissonance

Importance of elements creating dissonance Cheating on income tax Corporate

Degree of individual influence over elements Can you change/control it?

Rewards involved in dissonance Cheating on income tax

When is dissonance OK! 9

A ->B Moderating Variables

Strengthen the link


Moderating VariablesAttitudes (A) significantly predict behaviors (B)

when moderating variables are taken into account.

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Social Pressure

•Discrepancies•Anti union•Smoking discouragement

Direct experience

•Students experience on Work Environment

A B

Importance

• Fundamental values

• Self interest• Identification

with individuals/groups

Specificity

• Voluntary Turnover• Staying in job for 6

months (+)• Job satisfaction (-)

•Job satisfaction• Job Involvement

Accessibility

• Frequent Expression

• Talking about attitudes


Major Job Attitudes1. Job Satisfaction

A collection of positive and/or negative feelings that an individual holds toward his or her job.

Employee Attitude ~ Job Satisfaction2. Job Involvement

Identifying (psychologically) with the job considering perceived performance level

important to self-worth. Through Psychological Empowerment

Good Leaders Empower Decision, importance, Control

More


Major Job Attitudes …Organizational Commitment

Identifying with a particular organization and its goals. Willing to maintain membership in the organization

Affective Commitment- - Emotional Attachment Continuance Commitment- Economical

New Companies, New Job, HR Propaganda

Normative- Moral/Ethical New Project, Culture (China), Support

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Org. Citizenship Job Performance

AbsenceTurnover

Hamdard, Bata, Apex, Menz KlubRich Man, Grameen Phone, PETCO


Perceived Organizational Support (POS)

Degree to which employees feel the organization cares about their well-being

Supervisors/managers’ support- Childcare problem

Honest mistakes Value their contribution (voice)

Rewards are fair, Promotion policies, Incentives

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Employee EngagementAn individual’s

involvement with satisfaction with enthusiasm

for the organization.

Finding Engaged Employees Available resources Learn new skills Important and Meaningful work Rewarding Interaction with

co-workers/supervisors 14

Engaged Employees= Passion for work + Deep Connection with company

Vs. Putting Time (Disengaged)

Only 17-29% EEIncreases Job Sat. & Customer Sat.

Disengaged Employees


Is there any differences in job Attitudes

Job involvement Vs. Job satisfactionPOS Vs. Org. Commitment

Strong correlation POS vs. Affective Commitment Why Two Steering?

Some measure of distinctiveness with great overlap Difference in people Positive & Negative peoples 15

Adeyl Khan, Faculty, BBA, NSU16


An Application: Attitude SurveysEliciting responses from employees

through questionnaires about how they fell about their jobs, work groups, supervisors, and the organization


Sample Attitude Survey


Attitudes and Workforce DiversityTraining activities that

can reshape employee attitudes concerning diversity: Participating in diversity

training that provides for self-evaluation and group discussions.

Volunteer work in community and social serve centers with individuals of diverse backgrounds.


Job Satisfaction Job activities

Interactions with co-workers

Org. rules and policies

Performance standard

Working condition …….

Job requir

e

A collection of positive and/or negative feelings that an individual holds toward his or her job.

In general, people are satisfied with their jobs.

Work

Overall

Co-workers

Supervision

Pay

Promotion


Measuring Job SatisfactionSingle global ratingSummation Score

Nature of work Supervision Present pay Promotion opportunities Relations with co-workers …

Simplicity Vs. Problem Areas

All things considered, how satisfied are you with your job? (1 to 5)


Causes of Job Satisfaction

Pay only influences Job Satisfaction to a point After about $40,000 a year, there is

no relationship between amount of pay and job satisfaction.

Benefits (Google)Personality can influence J. S.

Negative people are usually not satisfied with their jobs

What is your goal! (financially solvent vs. being happy)

Core self-evaluation (belief in inner-worth and basic competence)

Enjoy working!

•Training•Variety•Independence•Control


exit-voice-loyalty-neglect frameworkfor Expressing Dissatisfaction

Destructive-productivity, absenteeism, turnoverConstructive- Tolerate unpleasantness, revive

Exit• Behavior

directed toward leaving the organization.

Voice• Active and

constructive attempts to improve conditions.

Neglect• Allowing

conditions to worsen.

Loyalty• Passively

waiting for conditions to improve.

Destructive Constructive

Active

Passive

Uniongrievance


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Happy worker are productive workers!The Effect of J. S. on Performance

Productivity

• Satisfied workers are more productive AND more productive workers are more satisfied! • Worker productivity is higher in organizations with more satisfied workers.

Absenteeism

• Consistent negative relationship (moderate/weak)• Satisfied employees have fewer avoidable absences.

Turnover

• Negative and stronger than Absen. (MV: Level of performance)• Satisfied employees are less likely to quit.• Organizations take actions to retain high performers and to weed out lower performers.


Job Satisfaction and OCB

Satisfaction and Organizational Citizenship Behavior (OCB) Satisfied employees who feel fairly treated (fairness perception) by and are trusting of the organization are more willing to engage in behaviors that go beyond the normal expectations of their job

Talk positively Help others Reciprocate positive

experience


J.S. and Customer Satisfaction

Better customer service and loyalty They are more friendly, upbeat, and responsive. They are less likely to turnover, which helps

build long-term customer relationships. They are experienced (familiar faces).

Paradox ->Dissatisfied customers increase employee job dissatisfaction. Rude, thoughtless, unreasonable


CounterpointGenes might a lot to do with it!

Identical twins Similar career Similar level of job satisfaction Job change rates

Disposition toward life (Pos. Vs. Neg.) Coming back to set point

New areas of fault Selection process

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Chapter Check-Up: AttitudesLuvlu is the known as the Cha King- every

day he brings cookies and tea to the office for everyone. He says it helps everyone think more clearly! Luvlu is demonstrating

1. Job satisfaction2. Organizational citizenship

behavior3. Productivity4. Job involvement5. Conscientiousness


Write down three things someone could do at work that would constitute an OCB. Compare your list with a neighbor’s.

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Next Step Case Incident

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Documents

Chapter 3