Chapter Three:

Attitudes and Job

satisfaction
1. Contrast the three components of an attitude.
2. Summarize the relationship between attitudes
and behavior.
3. Compare and contrast the major job
attitudes.
4. Define job satisfaction and show how we can
measure it.
5. Summarize the main causes of job
satisfaction.
6. Identify four employee responses to
dissatisfaction. 3–2
 Attitudes are evaluative statements －
either favorable or unfavorable －
concerning objects, people, or events.

 They reflect how one feels about something.

 “ why I like my job? ”

3–3
 Cognitive component
Attitudes
Attitudes
TThheeooppinni iooi nnoorrbbeelileei ffsse
Evaluative
Evaluative eggmmeennttooffaann
statements
statementsoror
aattittiuut ddee..
judgments
judgments Af ffective Component
concerning
concerning TThheeeemmootitooi nnaalloorrfeef eelilni
objects,
objects,
nggsseeggmmeennttooff
people,
people,oror
events.
events. Behavioral
aannaattittiuut dComponent
dee..
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nni aacceerrtaat inni
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3–4
Negative
For example: if workers belief there is a conspiracy
made by:
Bosses
Managers

Supervisors

Auditors
To make employees work harder for the same or
less money.
Therefore, the question is:
How they(employees) relate to actual job behavior?

And how they(employees) may be changed? 3–7

 In the late 1960s, a review of a research
assumed that attitudes and behavior are
causally related that people do what they like
Examples:
a) People watch TV program which they like.
b) Employees avoid assignments they find distasteful.
 A researcher called Leon Festinger argued that
attitudes follow behavior.
 Cognitive Dissonance- Any incompatibility between
two or more attitudes or between behavior and
attitudes. i.e.
 Cheating.
 tobacco company.
 The result is whether make corrections or leave it. 3–8
 What importance an individual gives
to a specific attitude.
 Its correspondence of behavior.
 Its accessibility.
 Social pressures.
 direct experience with attitude.

3–8
 Types of major job attitudes
Job Satisfaction A collection of positive and/or negative
Job Satisfaction:
feelings that anofindividual
A collection holds negative
positive and/or toward his or her that
feelings job. an
individual holds toward his or her job.

Job Involvement: Measures the degree to which people

identify psychologically with their job and consider their
perceived performance level important to self-worth.

Organizational Commitment
Identifying with a particular organization and its goals, and
wishing to maintain membership in the organization.

3–9
 Affective Continuance
Commitment Normattivive
Commitment
Coommmmiti
An emotional The percieved tmeobligation
An nntt to
attachment to economics remain with the
the organization values of organization for
and a belief in its remaining with moral or
values. an organization ethical
compared to reasons.
leaving it.
3–10
 Other Job Attitudes

Perceived Organizational Support(POS): The degree to

which employees believe an organization values their
contribution and cares about their well-being.
For example:
Employee accommodation

Forgiveness of minor mistakes made by employees

Employee Engagement: An individual’s involvement with,

satisfaction with, and enthusiasm for the work he or she
does. For example:
Highly engaged employees have a passion for their work and
feel a deep connection to their company.
Disengaged employees have checked out putting time but not
energy or attention into their work. 3–11
 Evidence suggests these attitudes are highly
related.
This means that, there is some distinctiveness
among them, but they overlap greatly.

3–12
 Job Satisfaction
 Job Satisfaction: A positive feeling about one’s job
resulting from an evaluation of its characteristics or an
individual’s emotional response to work or workplace.

 Job Satisfaction: includes multidimensional

psychological responses to an individual’s job. (by Hulin and
judge).

 Job Satisfaction: is the level of contentment employees

feel about their work which can affect performance.

3–13
 Measurement of Job Satisfaction

There are two popular measures:

A Single Global Rating– an individual’s response to the
question 
How
 Thesatisfied
Respondent replies
are you withby circling
your job? a number between 1 and 5
that corresponds to answers from “highly satisfied ” to
“highly dissatisfied”.

3–14
 ……Continue……

A Summation of Job Facets – this is more

sophisticated. It identifies key elements in a job
such as:
 the nature of the work.
 Supervision.
 Present pay.
 Promotion
 opportunities.
And relationships with
co-workers.

3–15
 Causes of Job Satisfaction

The major cause of Job Satisfaction

are:
Work Itself
Pay
Promotion
Supervision
feedback
Coworker
Overall

3–16
 The Impact of Satisfied and Dissatisfied
Employees on the Workplace

Exit
Exit
Vooiice
Behavior
Behaviordirected
directedtoward
toward
leaving
leavingthe
the organization. AAccttivvi eeaannddccoon
organization.
nssttrruuccttivvi ee

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mpprroovvee
Looyyalty Negleecct
ccoonnddittiiooi nnss..
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nni ggffoorr ttiiooi nnssttoo
ccoonnddittiiooi nnssttooi wwoorrsseenn..
3–17
The Impact of Satisfied and Dissatisfied
Employees on the Workplace
We
Wecan
canrepresent
representthese
theseImpact
Impactdiagrammatically
diagrammaticallyas
asthis
this: :

Active

Destructive Constructive

Passive 3–19
 Outcomes of Satisfaction and
Dissatisfaction in the Workplace

 These are the outcomes of Job Sattiisfacttiion

and dependent variablles..

1.. J.SS.. andPPeerformance+
+vve 2.. J.SS.. and OCB++vve
3.. J. S and custtomer sattiisffaacttiion
+ve 4.. J.SS.. and Absentte eiism--vve
5.. J.SS.. and Turnover -ve
6.. J.SS.. and Workpllace Deviiance -ve
3–19
The Theory of Cognitive Dissonance

Cognitive
Cognitive Dissonance
Dissonance
Any
Any incompatibility
incompatibilitybetween
betweentwo
twoor
ormore
moreattitudes
attitudes
or
orbetween
betweenbehavior
behaviorand
and attitudes.
attitudes.

 Desiiretto reduce dii sonance.

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••m i inggdds
ii

soonnaance..

•• Deggrreee ofn
i inddvi ivd
i iduuaalln
i infu
l lueenncce over

elelemments.. 3–20
3–21
3–22
3–23
3–24
3–25