Attitudes and job satisfaction
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Organization Behavior
Attitudes And Job Satisfaction
Prepared by Abdallah Abdelal
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How you describe the following pictures?
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Attitudes
Adam believes that loud music is annoying, feels
uncomfortable in night clubs, avoids being involved in a
conversation with people talking loudly.
Smith believes that there is no fairness in rewards at his
work, so he is always in a bad mood while working, at the
end he intended to voluntary leave his organization.Attitude is evaluative
statements or
judgments either
favorable or unfavorable
concerning objects,
people, or events.
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Attitudes
Understanding others attitudes is very complex task,
Attitudes reflects how we feel about something. To
understand what forms an attitude press here
I love my job.
I love my
home.
I love my car.
What happens here, is that those
guys are expressing their attitudes about their job, home
and car.
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Components Of Attitudes
Cognitive = Evaluation
Affective = Feeling
Behavioral = Action
My boss
treats me
unfairly.
I dislike my boss.
I quit my job.
Negative attitude towards
boss
HR professio
nals makes a
lot of money.
I am motivat
ed to work in
HR.
I am looking for HR
position.
Positive attitude
toward HR career
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Components Of Attitudes
Cognitive component
Affect component
Behavioral component
The opinion or belief segment of
an attitude.
The emotional or feeling segment of
an attitude
An intention to behave in certain
way to toward someone or something .
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Behavior And Attitude
What you think or
feel about something
or someone
How you will
respond toward
something or
someone
Behavior Attitude
Do you think attitudes
follow from behavior?
Do you think behavior
follow from attitudes?
OR
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Behavior and Attitudes
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Behavior And Attitudes
Early researches assumes that attitudes people hold
determine what they do, simply people wear colors they like,
watch movies they like.
But what if your birthday gift was a nice black jacket while you
don’t like black?
In that case, you will wear the jacket which is not your attitude
about black, and if someone asks you about the jacket you
would change your attitude and say black jackets are the best.
When attitudes follow from behavior, people are dealing with
cognitive dissonance.
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Dimensions Of Attitudes
Attitude strength: Strong attitudes are
those that are firmly held and that highly
influence behavior.
Attitude accessibility: The accessibility of
an attitude refers to the ease with which it
comes to mind.
Attitude ambivalence: Ambivalence of an
attitude refers to the ratio of positive and
negative evaluations that make up that
attitude.
strength
accessibility
ambivalence
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The influences of attitudes on behavior
If there are few outside influences, attitude guides behavior.
Behavior is guided by attitudes that come to mind easily.
Adam believes that the boom-boom is not good, he always judge people doing it, but when he is alone in
trouble he do it.
Jessica has an attitude of mistrust and annoyance toward telemarketers, so he immediately hangs up the phone whenever she realizes he has been contacted
by one.
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The influence of behavior on attitude
The Foot-in-the-Door Phenomenon
People tend to be more likely to agree to a difficult request if
they have first agreed to an easy one. This is called the foot-
in-the-door phenomenon.
Social Norms and Social Roles
Social norms are a society’s rules about appropriate
behavior. Norms exist for practically every kind of situation
Social roles are patterns of behavior that are considered
appropriate for a person in a particular context
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Attitude change
Learning Theory
Learning theory says that attitudes can be formed and changed
through the use of learning principles such as classical conditioning,
operant conditioning, and observational learning.
Classical conditioning:
The emotional component of attitudes can be formed through
classical conditioning. For example, in a billboard ad, a clothing
company pairs a sweater with an attractive model who elicits a
pleasant emotional response. This can make people form a positive
attitude about the sweater and the clothing company.
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Attitude change
Operant conditioning:
If someone gets a positive response from others when she
expresses an attitude, that attitude will be reinforced and will
tend to get stronger. On the other hand, if she gets a negative
response from others, that attitude tends to get weaker.
Observational learning:
Seeing others display a particular attitude and watching
people be reinforced for expressing a particular attitude can
make someone adopt those attitudes.
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Major Job Attitudes
Job Satisfactio
n
Job Involveme
nt
Organizational
Commitment
Employee Engageme
nt
Perceived Organizational Support
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Job Involvement
Job involvement is the degree to which a person identifies with a job, actively participates in it, and consider performance important to self-worth.
Employees who feels that the can influence their work environment, their competence, the meaningfulness of their job, and their perceived autonomy are showing high levels of psychological empowerment.
How to increase job involvement?
High levels of job involvement and
psychological empowerment
+
• Job performance• Organization
citizenship
_
• Absences• Resignation rate
+
_
• Involve employees in decision making.
• Make them feel their work is important.
• Provide external feedback.
• Show them their rate of contributions
toward organizational and departmental
achievements.
• Give them autonomy on how to do things.
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Organizational Commitment
The degree to which an employee identifies with a particular organization and its goals and wishes to maintain memberships in the organization.
Types of Organizatio
nal Commitmen
t
Affective commitme
nt
Normative
commitment
Continuance
commitment
i will stay with my ORG because of its values.
i will stay with my ORG because of its benefits.
i will stay with my ORG because of the training
they provided me.
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Organizational Commitment
Affective commitment is an emotional attachment to an
organization and belief in its values.
Continuance commitment is the perceived economic value
of remaining with an organization compared with leaving it.
Normative commitment is an obligation to remain with an
organization for moral or ethical reasons.
Facts about organizational commitment The relationship between performance and commitment is stronger
with new employees. Affective commitment is related more to organizational performance
than continuance commitment. Continuance commitment decrease the intention to quit but
increase absence rate and lower job performance.
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Perceived Organizational Support
A degree to which employees believe an organization values their contribution and cares about their well-being.
How to increase POS? Fair rewards system. Supportive supervisors. Employee participation in decision making.
Strong POS
High levels of OCB
Low levels of tardiness
Better
customer services
Treat your employees the way you want them to treat your
customers!!!!
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Employee Engagement
The employee’s involvement with, satisfaction with, and
enthusiasm for the work he/she does.
Engaged employees are passion for their wok and
organization.
Organizations with high engagement levels experience the
following
Higher customer service satisfaction.
Higher profits.
More productive.
Low turnover.
Low accidents.
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Job Satisfaction
Job satisfaction is a positive feeling about
one’s job resulting from an evaluation of its
characteristics.
Employees with high levels of job satisfaction
hold positive feelings about their jobs, while
employees with low levels of job satisfaction
hold negative feelings about their jobs.
According to its importance and direct impact
on job performance we will study it in details.
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Job Satisfaction History
First concerns about job satisfaction was in the 1930s.
Measuring worker attitudes was firs developed in 1934.
In 1935 Hoppock conducted a study that focused explicitly on job satisfaction that is affected by both nature of the job and relationships with coworkers and supervisors.
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Job satisfaction Theories and Models
Affect theory
Job characteristics
model
Two-factor theory
(motivator-hygiene theory)
Dispositional approach
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Affect Theory
Edwin A. Locke’s Range of Affect Theory 1976 is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. I
value money!
High pay satisfies him.Low pay dissatisfies him.
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Two-Factor Theory
Frederick Herzberg’s two-factor theory (also known as motivator-hygiene theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors – motivation and hygiene factors, respectively.
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The job characteristics model Hackman & Oldham proposed the job characteristics model, which is
widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction.
Skills variety
Task identity
Task significance
Autonomy
Feedback
Meaningful of work
Responsibility for outcomes
Knowledge of results
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The Dispositional Approach
The dispositional approach suggests that individuals vary in their
tendency to be satisfied with their jobs, in other words, job
satisfaction is to some extent an individual trait.
This approach became a notable explanation of job satisfaction in
light of evidence that job satisfaction tends to be stable over time
and across careers and jobs.
Research also indicates that identical twins raised apart have similar
levels of job satisfaction.
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The Dispositional Approach A significant model that narrowed the scope of the dispositional approach was the
Core Self-evaluations Model, proposed by Timothy A. Judge, Edwin A. Locke, and
Cathy C. Durham in 1997.
Judge et al. argued that there are four Core Self-evaluations that is a bottom-line
conclusions individuals have about their capacity, competence, and worth as a
person.• Individual beliefs about his
competenceSelf-
Efficacy
• Individual belief about his value
Self-Esteem
• Individual belief that he has control on his own life
Locus Of Control
• Personality trait that express a lot of anger, anxiety, envy and depressed mood
Neuroticism
Four Core Self-
Evaluations
JOB SATISFACTI
ON
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Monitoring performance to measure job satisfaction
Performance can be a method for measuring job satisfaction, simply
employees who held positive attitudes toward their job are willing to excel in
their performance if other factors affecting performance are held consistent.
If an employee is provided with resources, training, and good pay then if he
likes the job he will do it well, if not he will not do it right.
Combining performance monitoring with interviews would provide the
management with great analysis of data to determine job satisfaction levels
and their causes.
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Monitoring performance to measure job satisfaction
Performance indicators to measure job satisfaction
Observing employees at the first day in the week and the last day in the
week, employees tend to be less productive in Mondays and Fridays, but with
high job satisfaction they will feel. enthusiastic to go to work after weekend
and perform well.
Observe employee’s attitudes toward participating in optional programs.
Observe performance standards but the main problem here is that employees
might perform well because of their attitude of being excellence not because
they like their jobs.
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Questionnaires
The Job Descriptive Index (JDI), is
a specifically cognitive job
satisfaction measure. It measures
one’s satisfaction in five facets:
The scale is simple, participants
answer either yes, no, or can’t
decide (indicated by ‘?’) in response
to whether given statements
accurately describe one’s job.
Pay
the work itself.
supervision
coworkers
promotions and
promotion
opportunities
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Questionnaires
Other job satisfaction questionnaires include:
the Minnesota Satisfaction Questionnaire (MSQ), The MSQ measures
job satisfaction in 20 facets and has a long form with 100 questions
(five items from each facet) and a short form with 20 questions (one
item from each facet).
the Job Satisfaction Survey (JSS), and the JSS is a 36 item questionnaire
that measures nine facets of job satisfaction.
Faces Scale. Finally, the Faces Scale of job satisfaction, one of the first
scales used widely, measured overall job satisfaction with just one item
which participants respond to by choosing a face.
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What Satisfies Employees?
• Personality• Emotions • Psychologic
al well being
• Job design• Communication
load• Relationship
with management
• Employee recognition
• Working conditions
• Coworkers support
• Flexible work
• Pay• Reward
fairness• Promotion• Promotions• Career
growth• Retirement
plan
Individual Work itself Monetary
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Impacts Of Job Dissatisfaction
EXIT Behavior directed toward
leaving the organization
.
VoiceActive and
constructive attempts to
improve conditions.
Loyalty Passively
waiting for improving conditions.
Neglect Allowing
conditions to worsen.
Active
Passive
Constructive Destructive
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Impacts Of Job Satisfaction
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Impacts Of Job Satisfaction
Job satisfaction and job performance the relationship between job
satisfaction and job performance are not so strong. There is no evidence that
happy employees will perform better. But more than 24 studies showed that
organizations with high job satisfaction perform more effectively than others.
Job satisfaction and OCB satisfied employees always talk good about
the organization, help others, do more than expected from them to show
their feelings toward the organization.
Job satisfaction and absenteeism the relationship between the two
variables are moderate to low, especially when organizations offer days off
benefits, that is provided for both satisfied and dissatisfied employees.
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Impacts Of Job Satisfaction
Job satisfaction and job performance the relationship between job
satisfaction and job performance are not so strong. There is no evidence that
happy employees will perform better. But more than 24 studies showed that
organizations with high job satisfaction perform more effectively than others.
Job satisfaction and OCB satisfied employees always talk good about
the organization, help others, do more than expected from them to show
their feelings toward the organization.
Job satisfaction and absenteeism the relationship between the two
variables are moderate to low, especially when organizations offer days off
benefits, that is provided for both satisfied and dissatisfied employees.
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Impacts Of Job Satisfaction
Job satisfaction and customer
satisfactionBetter
services
Satisfied customers
Satisfied employees
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References
Organizational behavior by Stephen
Robbins and Timothy A.Judge
www.Wikipedia.org
www.Psychlopidia.wikispaces.com
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Thank You