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Job Attitude & Job Satisfaction: Attitude: Behavior: 3 Components of Attitude

This document discusses job attitude, job satisfaction, and organizational commitment. It defines attitude as how one thinks or feels, and behavior as one's reaction. Attitude has three components - cognitive (beliefs), affective (emotions), and behavioral (intentions). Motivation and synergy influence job satisfaction, which occurs when expectations are met. Job involvement refers to participation and enjoyment in one's work. Psychological empowerment increases control and autonomy. Organizational commitment is the bond with one's employer and predicts work factors like turnover. There are three types of commitment - affective, continuance, and normative.

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Fahad Maqsood
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25 views

Job Attitude & Job Satisfaction: Attitude: Behavior: 3 Components of Attitude

This document discusses job attitude, job satisfaction, and organizational commitment. It defines attitude as how one thinks or feels, and behavior as one's reaction. Attitude has three components - cognitive (beliefs), affective (emotions), and behavioral (intentions). Motivation and synergy influence job satisfaction, which occurs when expectations are met. Job involvement refers to participation and enjoyment in one's work. Psychological empowerment increases control and autonomy. Organizational commitment is the bond with one's employer and predicts work factors like turnover. There are three types of commitment - affective, continuance, and normative.

Uploaded by

Fahad Maqsood
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Job Attitude & Job Satisfaction

 Attitude:
Attitude represents how a person thinks or feels about someone or something. It
affects the thoughts of the person.
 Behavior:
Behavior represents an individual’s reaction to a particular action, person or
environment. It affects the actions of the person.
 3 Components of Attitude:
The components of attitude are
1. Cognitive Component
2. Affective Component
3. Behavioral Component
1. Cognitive Component:
The cognitive component of attitudes refers to the beliefs, thoughts, and attributes
that we would associate with an object. It is the opinion or belief segment of an attitude.
It refers that part of attitude which is related in general knowledge of a person. Typically
these come to light in generalities or stereotypes, such as ‘all babies are cute’, ‘smoking
is harmful to health’ etc.
2. Affective Component:
Affective component is the emotional or feeling segment of an attitude. It is
related to the statement which affects another person. It deals with feelings or emotions
that are brought to the surface about something, such as fear or hate. Using the above
example, someone might have the attitude that they love all babies because they are cute
or that they hate smoking because it is harmful to health.
3. Behavioral Component:
Behavioral component of an attitude consists of a person’s tendencies to behave in
a particular way toward an object. It refers to that part of attitude which reflects the
intention of a person in short run or long run. Using the above example, the behavioral
attitude maybe- ‘I cannot wait to kiss the baby’, or ‘we better keep those smokers out of
the library, etc.
 Motivation:
Motivation is the internal and external factors that stimulate desire and energy in
people to be continually interested and committed to a job, role or subject, or to make an
effort to attain a goal.
 Synergy:
Synergy is the combined working together of two or more parts of a system so
that the combined effect is greater than the sum of the efforts of the parts.
 Job Satisfaction:
Job satisfaction is defined as the extent to which an employee feels self-
motivated, content & satisfied with his/her job. Job satisfaction happens when an
employee feels he or she is having job stability, career growth and a comfortable work
life balance. This implies that the employee is having satisfaction at job as the work
meets the expectations of the individual.
 Job Involvement:
Job Involvement refers to the psychological and emotional extent to which
someone participates in his/her work, profession, and company. It is a desirable feature
that makes people spend energy and do their best in their work and organizational roles.
It causes workers to enjoy their works and reduce their fatigue. It not only increases the
worker’s job satisfaction but also reduces the desire to leave the job.
 Psychological empowerment:
Psychological empowerment is defined as “intrinsic task motivation reflecting a
sense of self-control in relation to one’s work and an active involvement with one’s work
role”. Psychological empowerment attempts to increase employee control, autonomy,
and decision-making over their specific work-related tasks.

 Organizational commitment:
Organizational commitment is the bond employees experience with their
organization. People who are committed to their organization generally feel a connection
with their organization. Feel that they fit in and feel they understand the goals of the
organization. Organizational commitment predicts work variables, such as turnover,
organizational citizenship behavior, and job performance. The factors such as role stress,
empowerment, job insecurity and employability, and distribution of leadership are
connected with worker’s commitment.
 Types of commitment:
1. Affective commitment
2. Continuance commitment
3. Normative commitment
1. Affective Commitment:
Employees who feel a sense of affective commitment identify with the organization,
accept that organization’s goals and values, and are more willing to exert extra effort on
behalf of the organization.
2. Continuance Commitment:
Continuance commitment exists when there is a profit associated with staying and a
cost associated with leaving. It tends ends to create a more passive form of loyalty.
3. Normative Commitment:
The sense that people should stay with their current employers may result from
personal work philosophies or more general codes of right and wrong developed over the
course of their lives. Build a sense of obligation-based commitment among employees.

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