ORGANIZATIONAL BEHAVIOR

S T E P H E N P. R O B B I N S
W W W . P R E N H A L L . C O M / R O B B I N S
T E N T H E D I T I O N
2003 Prentice Hall Inc. All rights reserved. PowerPoint Presentation by Charlie Cook
2003 Prentice Hall Inc. All rights reserved. 32
AFTER STUDYING THIS CHAPTER,
YOU SHOULD BE ABLE TO:
1. Contrast terminal and instrumental values.
2. List the dominant values in todays workforce.
3. Identify the five value dimensions of national
culture.
4. Contrast the three components of an attitude.
5. Summarize the relationship between attitudes
and behavior.
6. Identify the role consistency plays in attitudes.
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AFTER STUDYING THIS CHAPTER,
YOU SHOULD BE ABLE TO:
7. State the relationship between job satisfaction
and behavior.
8. Identify four employee responses to
dissatisfaction.
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Values
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Types of Values - Rokeach Value Survey
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Values in
the
Rokeach
Survey
E X H I B I T 3-1a
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Values in
the
Rokeach
Survey
(contd)
E X H I B I T 3-1b
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Mean Value Rankings of
Executives, Union Members,
and Activists
E X H I B I T 3-2
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Dominant Work Values in Todays Workforce
E X H I B I T 3-3
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Values, Loyalty, and Ethical Behavior
Ethical Climate in
the Organization
Ethical Values and
Behaviors of Leaders
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Hofstedes Framework for Assessing Cultures
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Hofstedes Framework (contd)
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Hofstedes Framework (contd)
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Hofstedes Framework (contd)
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Hofstedes Framework (contd)
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The GLOBE
Framework
for
Assessing
Cultures
Assertiveness
Future Orientation
Gender differentiation
Uncertainty avoidance
Power distance
Individual/collectivism
In-group collectivism
Power orientation
Humane orientation
E X H I B I T 3-4
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Attitudes
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Types of Attitudes
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The Theory of Cognitive Dissonance
Desire to reduce dissonance
Importance of elements creating dissonance
Degree of individual influence over elements
Rewards involved in dissonance
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Measuring the A-B Relationship
Recent research indicates that the attitudes (A)
significantly predict behaviors (B) when moderating
variables are taken into account.
Moderating Variables
Importance of the attitude
Specificity of the attitude
Accessibility of the attitude
Social pressures on the individual
Direct experience with the attitude
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Self-Perception Theory
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An Application: Attitude Surveys
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Sample Attitude Survey
E X H I B I T 3-5
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Job Satisfaction
Measuring Job Satisfaction
Single global rating
Summation score
How Satisfied Are People in Their Jobs?
Job satisfaction declined to 50.7% in 2000
Decline attributed to:
Pressures to increase productivity
Less control over work
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The Effect of Job Satisfaction on Employee
Performance
Satisfaction and Productivity
Satisfied workers arent necessarily more productive.
Worker productivity is higher in organizations with
more satisfied workers.
Satisfaction and Absenteeism
Satisfied employees have fewer avoidable absences.
Satisfaction and Turnover
Satisfied employees are less likely to quit.
Organizations take actions to cultivate high performers
and to weed out lower performers.
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Responses to Job Dissatisfaction
E X H I B I T 3-6
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How Employees Can Express Dissatisfaction
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Job Satisfaction and OCB
Satisfaction and Organizational Citizenship Behavior
(OCB)
Satisfied employees who feel fairly treated by and are
trusting of the organization are more willing to engage
in behaviors that go beyond the normal expectations of
their job.