Attitude - a psychological tendency expressed by

evaluating an entity with

some degree of favor or disfavor

Should poor
performance be
blamed on “bad
attitude”?

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» SENIOR < 1945
» BABY BOOMERS 1946-1964
»
»
GEN X 1965-1980
GEN Y 1981-1994
X
» GEN Z ? 1995-2010)

Y
Facebook dapat memposting semua informasi
positif maupun negatif secara Bebas...
Apakah ini sesuai dengan etika???
 Evaluative statements or judgments concerning
objects, people, or events
Three components of an attitude:
The emotional or
Affective
feeling segment of
Cognitive
an attitude
The opinion or
belief segment of Behavioral
an attitude
An intention to behave
in a certain way toward
someone or something
Attitude
3-5
 Component Measured by Example
A ffect Physiological indicators I don’t like my
Verbal statements about boss
feelings
B ehavioral Observed behavior I want to
Intentions Verbal statements about transfer to
intentions another
department
C ognition Attitude scales I believe my
(Scale Verbal statements about boss plays
Measures) beliefs favorites
SOURCE: Adapted from M. J. Rosenberg and C. I. Hovland, “Cognitive, Affective, and
Behavioral Components of Attitude,” in M. J. Rosenberg, C.I. Hovland, W. J. McGuire, R. P.
Abelson, and J. H. Brehm, Attitude Organization and Change (New Haven, Conn.: Yale
University Press, 1960). Copyright 1960 Yale University Press. Used with permission.
Direct Experience – Social Learning - the process of
contact with person deriving attitudes from family, peer
or object
groups, religious organizations, and
culture

Readily available; easily recalled Not readily available; not easily recalled

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» Importance of the attitude
» Its correspondence to behavior Attitude
» Its accessibility

Mitigating Variables
» The presence of social pressure
» Whether or not a person has had Predicts
direct experience with the behavior
» The attitude/behavior relationship is
stronger if it refers to something in our Behavior
direct personal experience
3-8
The learner must
» Focus on the
model
» Retain what
was observed
» Practice the
behavior
» Be motivated
» Dipelajari dari » Kultur Negara:
lingkungan sejak kecil » Mis: Perlakuan
hingga dewasa:
terhadap wanita
» Nyontek... Korupsi
» Arab vs Amerika
» Kultur... Pemimpin
Jawa, Batak, Ambon
dst... » Dukunganterhadap
» Behavior vs Attitude rekan kerja:
Pilihan Politik: » Jepang vs Korea
Konsisten?
» Job Satisfaction
˃ A positive feeling about the job resulting from an
evaluation of its characteristics
» Job Involvement
˃ Degree of psychological identification with the job
where perceived performance is important to self-
worth
» Logical Empowerment
˃ Belief in the degree of influence over the job,
competence, job meaningfulness, and autonomy
3-12
» Organizational Commitment
˃ Identifying with a particular organization and its goals,
while wishing to maintain membership in the
organization.
˃ Three dimensions:
+ Affective – emotional attachment to organization
+ Continuance Commitment – economic value of
staying
+ Normative – moral or ethical obligations

3-13
Job Satisfaction - a pleasurable or positive
emotional state resulting from the appraisal of
one’s job or job experience

Organizational Citizenship Behavior -

˃ Behavior that is above and beyond duty
˃ Related to job satisfaction
» Organizational Commitment (cont)
˃ Has some relation to performance, especially
for new employees.
˃ Theoretical models propose that employees
who are committed will be less likely to engage
in work withdrawal even if they are dissatisfied,
because they have a sense of organizational
loyalty.

3-15
» Perceived Organizational Support (POS)
˃ Degree to which employees believe the organization
values their contribution and cares about their well-
being.
˃ Higher when rewards are fair, employees are involved
in decision making, and supervisors are seen as
supportive.
˃ High POS is related to higher OCBs and
performance.

3-16
» Employee Engagement
˃ The degree of involvement with, satisfaction with, and
enthusiasm for the job.
˃ Engaged employees are passionate about their work
and company.

3-17
» Job satisfaction
˃ A positive feeling about a job resulting from an evaluation of its characteristics

» Two approaches for measuring Job Satisfaction are

popular:
˃ The single global rating
˃ The summation of job facets

3-18
 Emotions - mental states that include feelings,
physiological changes and the inclination to act
Examples: happiness, pride, anger, hostility

Emotion Contagion - a dynamic process through

which the emotions of one person are transferred
to another either consciously or unconsciously
through nonverbal channels
Stress - the unconscious preparation to fight or flee
that a person experiences when faced with any
demand
Stressor - the person or event that triggers the stress
response
Distress - the adverse psychological, physical,
behavioral, and organizational consequences that
may arise as a result of stressful events
Strain – distress
 Homeostasis – a steady state of bodily functioning
and equilibrium

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 External environmental
Homeostasis + demand =

Flight

Fight

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 4 Stress Approaches:
Cognitive Appraisal Approach
» Individuals differ in their appraisal of events &
people
» What is stressful for one person is not for
another
» Perception and cognitive appraisal determines
what is stressful
 4 Stress Approaches:
Cognitive Appraisal Approach

Coping with Stress

Problem-focused coping
emphasizes managing
the stressor

Emotion-focused coping
emphasizes managing
your response

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» No undue stress
» Good person-environment fit: a person’s skills &
abilities match a clearly defined, consistent set of
role expectations
» Stress, strain, and depression occur when
˃ Role expectations are confusing and/or conflicting
˃ Person’s skills & abilities do not meet the demands of the social role
 Ego Ideal - the Self-Image - how
embodiment of a a person sees oneself,
person’s perfect self both positively &
negatively
! ?

= the difference
between ego ideal and
self-image

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 • Blood redirected from the
skin & internal organs to
brain and large muscles
Release of Sympathetic • Increased alertness:
chemical nervous system improved vision, hearing,
messengers, & the & other sensory
primarily endocrine responses
adrenaline, (hormone) system • Release of glucose & fatty
into the activated acids for sustenance
bloodstream • Depression of immune
system, digestion, &
similar restorative
processes
 Work Demands
Task Demands Role Demands
Change Role conflict:
Lack of control - Interrole
Career progress - Intrarole
New technologies - Person-role
Time pressure Role ambiguity
Interpersonal Demands Physical Demands
Emotional toxins Extreme environments
Sexual harassment Strenuous activities
Poor leadership Hazardous substances
Global travel
 Nonwork Demands
Home Demands Personal Demands
Family expectations Workaholism
Child-rearing/day care Civic and volunteer
arrangements work
Parental care Traumatic events

Workaholism – an imbalanced preoccupation

with work at the expense of home and personal
life satisfaction
 Benefits of Eustress (Healthy, Normal Stress)
Performance Health
Increased arousal Cardiovascular efficiency
Bursts of physical strength Balance in the nervous
Full engagement system
Enhanced focus in an
emergency
Costs of Distress
Individual Organizational
Psychological disorders Participation problems
Medical illnesses Performance
Behavioral problems decrements
Compensation awards
Performance arousal
High

Low
Low Optimum High
(distress) (eustress) (distress)
Stress level

Boredom from Optimum Conditions Distress from

understimulation stress load perceived overstimulation
as stressful
 » Stress response itself is
neutral
» Some stressful activities
(aerobic exercise, etc.)
can provide an energy
boost to enhance a
person’s ability to
manage stressful
demands or situations

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 Negative stress results from
˃ a prolonged activation of the stress response
˃ mismanagement of
the energy induced
by the response
˃ unique personal vulnerabilities

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Work-related psychological disorders
(depression, burnout,
psychosomatic disorders)
Participative Problems - a cost associated with
absenteeism, tardiness, strikes & work stoppages,
& turnover
Performance Decrement - a cost resulting from poor
quality or low quantity of production, grievances,
& unscheduled machine downtime & repair
Compensation Award - an organizational cost
resulting from court awards for job distress
 Achilles’ heel
phenomenon –
a person breaks down
at his or her weakest
point

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 Sexual harassment
Early age fatal
health problems
Long term disabling
health problems
Violence

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 Type A Behavior Patterns - a complex of personality
and behavior characteristics
˃ Competitiveness
˃ Time urgency
˃ Social status
insecurity
˃ Aggression
˃ Hostility
˃ Quest for
achievements

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Personality Hardiness - a personality resistant to
distress & characterized by
˃ commitment (versus alienation)
˃ control (versus powerlessness)
˃ challenge (versus threat)
Transformational Coping - a way of managing stressful
events by changing them into subjectively less
stressful events (versus regressive coping - passive
avoidance of events by decreasing interaction with
the environment)
Self-Reliance - a healthy, secure, interdependent pattern
of behavior related to how people form and maintain
supportive attachments with others
Counterdependence - an unhealthy, insecure pattern of
behavior that leads to separation in relationships with
other people
Overdependence - an unhealthy, insecure pattern of
behavior that leads to preoccupied attempts to achieve
security through relationships
 Preventative Stress Management - an
organizational philosophy that holds that people
& organizations should take joint responsibility
for promoting health and preventing distress &
strain

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