组织行为学精要第十版chapter4 job attitudes

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Three Main Components of Attitudes
Cognition – an opinion or belief
“I just found out I am paid 20% less than my coworkers.”
“I am going to quit this job soon as I can, and I am taking the red stapler with me!”
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Attitudes Follow Behavior: Cognitive Dissonance
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Attitudes
• Evaluative statements – either favorable or unfavorable – concerning objects, people or events
• Attitudes reflect how one feels about something
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Behavior Follows Attitudes: Moderating Variables
The most powerful moderators of the attitude-behavior relationships are:
– Affective Commitment – Continuance Commitment – Normative Commitment
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Perceived Organizational Support
• The degree to which employees believe the
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Global Implications
Is job satisfaction a U.S. concept?
Essentials of Organizational Behavior, 10/e; Timothy A. Judge
Chapter 4
Job Attitudes
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After studying this chapter, you should be able to:
Advancement
Supervision
Coworkers
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The Consequences of Dissatisfaction
Destructive to Constructive
Passive to Active
Major Job Attitudes
• Job Satisfaction
• Job Involvement • Psychological Empowerment • Organizational Commitment
Affective commitment Continuance commitment Normative commitment
1. 2. 3. 4. 5. 6. Contrast the three components of an attitude. Summarize the relationship between attitudes and behavior. Compare and contrast the major job attitudes. Define job satisfaction and show how it can be measured. Summarize the main causes of job satisfaction and identify four employee responses to dissatisfaction. Show whether job satisfaction is a relevant concept in countries other than the United States.
Any inconsistency between two or more attitudes, or between behavior and attitudes
• Individuals seek to minimize dissonance
• The desire to reduce dissonance is determined by: The importance of the elements creating the dissonance The degree of influence the individual believes he or she has over the elements The rewards that may be involved in dissonance
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Employee Engagement
• An individual’s involvement with,
satisfaction with, and enthusiasm for, the work he or she does. • Conditions that can increase engagement include:
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What Causes Job Satisfaction?
• The Work Itself – the strongest correlation with overall satisfaction
• Pay – not correlated after individual reaches a level of comfortable living
• • • • • Importance Correspondence to behavior Accessibility Social pressures Direct personal experience
Knowing attitudes helps predict behavior
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– Opportunities to learn new skills, – Important and meaningful work, and – Positive interactions with coworkers and supervisors.
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Organizational Commitment
•
A state in which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.
organization values their contribution and cares about their well-being.
• Organizations are considered supportive when they:
– Fairly provide rewards, – Give employees a voice in decision-making, and – Provide supervisors who are seen as being supportive.
• Perceived Organizational Support (POS)
• Employee Engagement
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Three Attitudes Traditionally Studied
• Job Satisfaction. A positive feeling about one’s
Exit Neglect
Voice Loyalty
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The Benefits of Satisfaction
• Better job and organizational performance • Better organizational citizenship behaviors
job resulting from an evaluation of its characteristics. • Job Involvement. The degree to which people identify psychologically with their jobs and consider their perceived performance level important to self-worth. • Psychological Empowerment. Employees’ beliefs in the degree to which they affect their work environment, their competence, the meaningfulness of their job, and the perceived autonomy in their work.