Chapter 2: Attitudes and Job Satisfaction Flashcards
Evaluate statement - either favorable or unfavorable - concerning objects people or events.
Attitudes
They reflect how one feels about something.
Attitudes
3 Main components
1.) Cognitive
2.) Affective
3.) Behavior
A description of or belief in the way things are
Cognitive
Describes an intention to behave in certain way toward someonr or something.
Behavior
The emotional or feeling segment of an attitude.
Affective
“My Pay is low”
a. Cognitive
b. Behavior
C. Affective
A.
“Im going to look for another job that pays better”
a. Cognitive
b. Behavior
C. Affective
B.
“I am angry over how little I’m paid”
a. Cognitive
b. Behavior
C. Affective
C.
Who argued that “attitudes follow behavior”?
Leon Festinger
Are complex and rationale behind them may not be obvious.
Attitudes
Refers to any incompatibility that an individual might perceive between two or more attitudes or between behavior and attitudes.
Cognitive Dissonance
3 moderating factors to reduce Dissonance
- Importance
- Degree of Influence
- Rewards
If a person feels he or she has some measure of control over the elements, more efforts will be expended.
Degree of Influence
The importance of the elements creating the dissonance modifies the level of effort.
Importance
What is there to keep or remove the dissonance.
Rewards
Major job attitudes
- Job satisfaction
- Job involvement
- Organizational Commitment
A stat in which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.
Organizational Commitment
A positive feeling abort one’s job resulting from an evaluation of its characteristics.
Job satisfaction
the degree to which people identify psychologically with their jobs and consider their perceived performance level to self-worth.
Job involvement
Three separate dimensions of organized
- Affective commitment
- Continuance Commitment
- Normative Commitment
The perceived economic value of remaining with an organization compared to leaving it.
Continuance commitment
An obligation to remain with the organization for moral or ethical reasons.
Normative commitment
The emotional attachment to an organizational and a belief in its value.
Affective commitment
It is the degree to which employees before the organization values their contribution and cares about their well-being.
Perceived Organizational Support
It is the positive feelings about a job resulting from an evaluation of characteristics
job satisfaction
Interaction with bosses and co-workers, rules and policies, performance standards, ideal working conditions, among others.
Job satisfaction
Job satisfaction levels by facet
1.) Work itself
2.) Pay
3.) Promotion
4.) Supervision
5.) Co-workers
What causes Job satisfaction?
- Interesting jobs
- Pay
- positive core self-evaluation
The Impact of Dissatisfaction
1.Exit
2. Voice
3. Loyalty
4. Neglect
Leaving the organization
Exit
attempting to improve conditions
Voice
Allowing conditions to worsen
Neglect
waiting conditions to improve
Loyalty
The Impact of Job Satisfaction
- Less Absenteeism
- Less Turnover
- Less Workplace Deviance
- Increased Job performance
- Organizational Citizenship behaviors
- Customer satisfaction
True or False
Managers should be interested in employee’s attitudes because attitudes give warnings of potential problems and because they influence behavior.
True
What to keep in Mind
- High pay is not enough to create satisfaction
- Make the work challenging and interesting
- Job satisfaction is related to organizational effectiveness
This method uses responses to a short series of general questions about the job to determine job satisfaction.
Single Global Rating Method
This method identifies key elements in the job and ask for the employee’s feelings about each element. Respondents answer on a standardized scale and their answers are tallied to create an overall job satisfaction score.
Summation Score Method
How to measure job satisfaction?
- Single Global Rating Method
- Summation Score Method
