Employee Satisfaction and

Commitment
Job Satisfaction and Commitment

Organizational
commitment- the extent to
Job Satisfaction- the
which an employee
attitude employees have
identifies with and is
toward their jobs.
involved with an
organization.
 Job Satisfaction and
Antecedents Commitment Consequences
• Individual
Predisposition • Performance
• Satisfaction in • Turnover
life • Absenteeism
• Job • Tardiness
Expectations Satisfaction • Organizational
• Organizational Citizenship
Fit
and • Counterproductive
• Perceptions of Commitment behavior
fairness
• Coworkers
• Stressors
• The job itself
What Causes Employees to be Satisfied with and
Committed to their Jobs?

• Affective commitment- the extent to which an employee wants

to remain with an organization and cares about the organization.
• Continuance commitment- the extent to which employees
believe they must remain with an organization due to the time,
expense, and effort they already put into the organization.
• Normative commitment- the extent to which employees feel
obligation to remain with an organization.
Are Coworkers Outwardly Unhappy?

Social information processing theory

• Employees model their levels of satisfaction and
motivation from other employees.
Are Rewards and Resources Given Equitably?

Organizational Justice
• Distributive Justice- the perceived fairness of the
decisions made in an organization.
• Procedural Justice- the perceived fairness of the methods
used by an organization to make decisions.
• Interactional Justice- the perceived fairness of
interpersonal treatment that employees receive in an
organization.
Is There a Chance for Growth and
Challenge?
• Job rotation, job enlargement, and job enrichment
attempt to satisfy self-actualization needs
1. Job enlargement- employees are given more
tasks to perform at the same time.
2. Job enrichment- employees are given more
responsibilities over the tasks and decisions
related to their jobs.
 Consequences of Dissatisfaction and Other
Negative Work Attitudes
Absenteeism
Rewards for Attending
1. Financial Bonus
• Well-pay- employees are paid for their unused sick leave.
• Financial bonus- employees who meet an attendance standard are
given a cash reward.
• Games- games such as poker and bingo are used to reward
employee attendance.
• Paid time off program (PTO)/Sabatical leave- an attendance policy
in which all paid vacations, sick days, holidays, and so forth are
combined.
Consequences of Dissatisfaction and
Other Negative Work Attitudes
Absenteeism
• Discipline for absenteeism.
• Clear policies and better record-keeping.
• Increasing attendance by reducing employee stress.
• Increasing attendance by reducing illness.
• Reducing absenteeism by not hiring “absence-prone”
employees.
Consequences of Dissatisfaction and
Other Negative Work Attitudes
Turnover
• Reducing Turnover
• The first step in reducing turnover is to find out why your
employees are leaving. This is done by administering attitude
surveys to employees and conducting exit interviews with
employees who are leaving.
• Reasons for turnover
• Unavoidable reasons, advancement, unmet needs, escape, unmet
expectations
 Consequences of Dissatisfaction and
Other Negative Work Attitudes
Turnover
How to avoid turnover:
• Conduct realistic job previews during the recruitment stage.
• Select employees who have been referred by a current employee, who have friends
and/or family working for the organization, and who did not leave their previous
job after a short tenure (Barrick & Zimmerman, 2005).
• Meet employee needs
• Mediate conflicts between employees and their peers, supervisors, and customers
• Provide a good work environment
• Provide a competitive pay and benefits package
• Provide opportunities to advance and grow.
Consequences of Dissatisfaction and
Other Negative Work Attitudes

Lack of OCB
Organizational citizenship behaviors (OCBs)
• Behaviors that are not part of an employee’s job
but make the organization a better place to work
(e.g., helping others, staying late).
End.

Thank you, and Godspeed!