Chapter 4 environment, commit themselves to intended action,

VALUES, ATTITUDES, AND JOB and ultimately behave.

SATISFACTION
The Main Components of Attitudes
1. Cognitive
Values
2. Affective
- values refers to the importance of a person
3. Behavioral
attaches to things or ideas that serves as guide to
Cognitive Component
action.
An attitude refers to the opinion or belief
- values may be attached to things or ideas like
segment of an attitude.
loyalty (to the company or friends), teamwork,
Affective Component
honor, obedience, honesty, and the like.
An attitude refers to the emotional or feeling
segment.
How People Learn Values
Behavioral Component
Values are not inborn, they are learned. As they
An attitude refers to the intention to behave in a
grow, people learn values through any or all of the
certain way toward someone or something.
following:
1. Modeling
Differences in Personal Disposition
2. Communication of attitudes
People differ in their personal disposition. Some
3. Unstated but implied attitudes
have attitudes that are positively affective, while
4. Religion
some have negatively affective attitudes.
Modeling
How Attitudes are Formed
- parents, teachers, friends, and other people
Attitudes are formed through learning. The two
oftentimes become models to persons who would
methods that mostly influence attitudes are direct
later exhibit good behavior in the workplace.
experience and indirect means of social learning.
Communication of Attitudes
- One of the ways in which values are learned is
Most Important attitudes in the Workplace
through communication of attitudes.
1. Job satisfaction
Unstated but Implied Attitudes
2. Job involvement
- Values may also affected by attitudes that are
3. Organizational commitment
not stated but are implied by way of action.
Religion
Effects of Employee Attitudes
- values are also learned through religion.
1. Positive Job Attitudes; or
2. Negative Job Attitudes.
Types of Values
Values may be classified in various ways. A
The most important attitude in the workplace are
classification that is most relevant to the workplace
those concerning job satisfaction, job involvement,
indicates the values are of the following types:
and organizational commitment.
1. Achievement
2. Helping and concern for others
3. Honesty  Job Satisfaction
4. Fairness - refers to the positive feeling about one’s job
resulting from an evaluation of its characteristics.
Individual versus Organizational Values When the feeling about one’s job is not positive, the
Organizations have values that may or may not appropriate term is job dissatisfaction.
be compatible with the values of the individual When people are satisfied with their jobs, the
workers. following benefits become possible:
1. High productivity
Espoused versus Enacted Values 2. A stronger tendency to achieve customer
What the company promotes as its own values loyalty
may be different from what is practiced by the 3. Loyalty to the company
organizations individual members. As such, values 4. Low absenteeism and turnover
may be classified either espoused or enacted values 5. Less job stress and burnout
6. Better safety performance
Instrumental and Terminal Values 7. Better life satisfaction

Terminal Values represent the goals that a person Factors Associated with Job Satisfaction
would like to achieve in his or her lifetime. 1. Salary
Instrumental values refer to preferable modes of 2. Work itself
behavior or means of achieving the terminal values. 3. Promotion opportunity
4. Quality of supervision
Attitudes 5. Relationship with co-workers
Attitudes are important in the study of human 6. Working conditions
behavior. This is so because they are linked with 7. Job security
perception, learning, emotions, and motivation.
Attitudes are feelings and beliefs that largely Ways of Measuring Job satisfaction
determine how employees will perceive their 1. The Single Global Rating Method; and
2. The Summation Score Method.

Single Global rating Method

Refers to that approach where individual asked
to respond to that approach where individuals
respond to a single question.
Summation Score Method
An approach where individuals indicate their
feelings regarding each key factor of their job. The
factors would normally consist of the work,
supervision, current salary and etc. A standard scale
is used to rate the factors and then the overall job
satisfaction score is derived.

 Job involvement
- refers to degree to which a person identifies
with the job, actively participates in it, and
considers performance important to self worth.

 Organizational Commitment
- it refers to the degree to which an employee
identifies with a particular organization and its goals
and wishes to maintain membership in the
organization.
- organizational commitments may be
categorized into three dimensions. They are as
follows:
1. Affective Commitment
- refers to the employees emotional attachment
to the organization and belief in its values.
2. Continuance Commitment
- refers to the employees tendency to remain in
an organization because he cannot afford to
leave. In fact many employees continue to be
committed to the firm because they feel they
could not get better employment elsewhere. The
reasons why employees choose to continue
employment with the firm may be classified as
either economic or non-economic.
Economic Factors refers to salary, allowances,
and retirement pension.
Non-economic Benefits include participation in
decision making, job security, and certain job
characteristics such as autonomy, responsibility,
and interesting work.
3. Normative commitment
- refers to an obligation to remain with the
company for moral or ethical reason .