Beruflich Dokumente
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S T E P H E N P. R O B B I N S
E L E V E N T H E D I T I O N
© 2005 Prentice Hall Inc. WWW.PRENHALL.COM/ROBBINS PowerPoint Presentation
All rights reserved. by Charlie Cook
LEARNING OUTCOMES
2.1. Determine employee attitudes
2.1.1. Define employee attitude
2.1.2 Recognize the components of attitudes
2.1.3 Describe the relationship between attitudes and behaviour
a. Consistency in attitudes
b. Cognitive dissonance
2.1.4. Identify major job attitudes
a. Job satisfaction
b. Job involvement
c. Organizational commitment
2.2. Discuss the concept of job satisfaction
2.2.1. Define the concept of job satisfaction
2.2.2. Identify causes of job satisfaction
2.2.3. Describe the impact of satisfied and dissatisfied employee at workplace.
What are attitudes?
• Attitude
– Predisposition to respond in a positive or negative
way to someone or something in one’s
environment.
• Attitudes are complex. If you ask people about their attitude toward
religion, Lady Gaga, or the organization they work for, you may get a
simple response, but the reasons underlying it are probably complicated.
In order to fully understand attitudes, we must consider their fundamental
properties or components.
Six questions that will help understand
attitude:
The emotional or
Affective
feeling segment of
Cognitive an attitude
Behavioral = action
I’m looking for other work;
I’ve complained about my
supervisor to anyone who
would listen.
The Relationship Between Attitudes And
Behavior
Cognitive dissonance
• Festinger proposed that cases of attitude following behavior illustrate the effects of
cognitive dissonance , any incompatibility an individual might perceive between two
or more attitudes or between behavior and attitudes.
• Festinger argued that any form of inconsistency is uncomfortable and that individuals
will therefore attempt to reduce it. They will seek a stable state, which is a minimum
of dissonance.
The Relationship Between Attitudes And
Behavior
• Research has generally concluded that people do seek consistency among their
attitudes and between their attitudes and their behavior. They either alter the attitudes
or the behavior, or they develop a rationalization for the discrepancy.
• Tobacco executives provide an example. How, you might wonder, do these people
cope with the continuing revelations about the health dangers of smoking? They can
deny any clear causation between smoking and cancer. They can brainwash
themselves by continually articulating the benefits of tobacco. They can acknowledge
the negative consequences of smoking but rationalize that people are going to smoke
and that tobacco companies merely promote freedom of choice. They can accept the
evidence and make cigarettes less dangerous or reduce their availability to more
vulnerable groups, such as teenagers. Or they can quit their job because the
dissonance is too great.
The Relationship Between Attitudes And
Behavior
a. Job satisfaction
b. Job involvement
c. Organizational commitment
What are the major Job Attitudes
Job Attitudes
Job Involvement
Identifying with the job, actively participating in it,
and considering performance important to self-worth.
Organizational Commitment
Identifying with a particular organization and its
goals, and wishing to maintain membership in the
organization.
3. Organizational commitment
Three dimensions:
Affective commitment – an emotional
attachment to the organization and a
belief in its values.
Continuance commitment – the
perceived economic value of remaining
with an organization compared to
leaving it.
Normative commitment – an obligation
to remain with the organization for
moral or ethical reasons.
Job Satisfaction
2.2. Discuss the concept of job satisfaction
2.2.1. Define the concept of job satisfaction
2.2.2. Identify causes of job satisfaction
2.2.3. Describe the impact of satisfied and dissatisfied employee at workplace
S T E P H E N P. R O B B I N S
E L E V E N T H E D I T I O N
© 2005 Prentice Hall Inc. WWW.PRENHALL.COM/ROBBINS PowerPoint Presentation
All rights reserved. by Charlie Cook
Job Satisfaction
General definition
A positive feeling about a job resulting from an
evaluation of its characteristics
Schermerhorn
The degree to which an individual feels positively
or negatively about his or her job.
It is the emotional response to one’s task as well as physical
and social conditions of the workplace.
Main causes of job satisfaction
Pay
The work
Personality itself
Causes
Attitudes Growth &
towards upward
work mobility
Coworkers Supervision
what causes job satisfaction?
the major job satisfaction (facets) :
work itself, pay, advancement opportunities,
supervision & coworkers.
2. Voice.
The voice response includes actively and constructively attempting to improve
conditions, including suggesting improvements, discussing problems with superiors, and
undertaking some forms of union activity.
3. Loyalty.
The loyalty response means passively but optimistically waiting for conditions to
improve, including speaking up for the organization in the face of external criticism and
trusting the organization and its management to “do the right thing.”
4. Neglect.
The neglect response passively allows conditions to worsen and includes chronic
absenteeism or lateness, reduced effort, and increased error rate.
The Impact Of Dissatisfied And Satisfied
Employees On The Workplace
Exit and neglect behaviors encompass our
performance variables (productivity,
absenteeism, and turnover).