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Lecture 2 Attitude and Job Satisfaction

1. Job satisfaction is determined by mentally challenging work, equitable rewards, supportive working conditions, supportive colleagues, and personality-job fit. 2. Attitudes like job satisfaction, job involvement, organizational commitment, perceived organizational support, and employee engagement are major job attitudes that can be measured using attitude surveys which provide managers with feedback on employee perceptions. 3. Job satisfaction is one of the most widely researched job attitudes and has been linked to productivity, motivation, absenteeism, and accidents. It is often measured using single global ratings or by identifying key job facets and having employees rate them.

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Gemman Gabriel M. Mapa
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7 views

Lecture 2 Attitude and Job Satisfaction

1. Job satisfaction is determined by mentally challenging work, equitable rewards, supportive working conditions, supportive colleagues, and personality-job fit. 2. Attitudes like job satisfaction, job involvement, organizational commitment, perceived organizational support, and employee engagement are major job attitudes that can be measured using attitude surveys which provide managers with feedback on employee perceptions. 3. Job satisfaction is one of the most widely researched job attitudes and has been linked to productivity, motivation, absenteeism, and accidents. It is often measured using single global ratings or by identifying key job facets and having employees rate them.

Uploaded by

Gemman Gabriel M. Mapa
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Attitude and

Job Satisfaction
Engr. Gilbert Caballero
Attitudes
Evaluative statements or judgments concerning objects, people, or events. It encompasses a
person’s beliefs, emotions, and behavioral tendencies related to the target of their attitude.

3 Components of Attitude
This involves the opinion, thoughts, beliefs, and information a person has about the object of
Cognitive Component their attitude.

This encompasses the emotional or feeling aspect of an attitude. It reflects the individual's
Affective Component emotional response or feelings toward the object.

This relates to the person's actions or behavioral tendencies in response to the object of their
Behavioral Component attitude. It involves how a person is likely to behave or act in relation to what they have an
attitude about.
The Components of Attitude

Cognitive = Opinion Behavioral = Action


Ex. My supervisor gave a promotion Affective = Feeling Ex. I’m looking for other work; I’ve
to a coworker who deserved it less Ex. I don’t like my supervisor! complained about my supervisor to
than me. My supervisor is unfair. anyone who would listen

Negative
attitude
toward
supervisor

Cognition, affect, and behavior are closely related


Does behavior Attitudes
always follow significantly predict
from Attitudes? future behavior
No, attitudes follow behavior.
Does behavior
always follow People sometimes change
what they say so it does not
from Attitudes? contradict what they do
- Leon Festinger
Cognitive Dissonance Theory
Any incompatibility an individual might perceive between two or more attitudes or between
behavior and attitudes. It is a feeling of discomfort when our beliefs or attitudes don’t line
up with our actions.
Cognitive Dissonance Theory
Change
Action
Action

Change Dissonance
Dissonance
Inconsistency (Goes Up)
(Goes
Belief Down)

Change Action
Belief Perception
Cognitive Dissonance Theory
Cognitive Dissonance Theory
1. Job Satisfaction

Major Job 2.
3.
Job Involvement
Organizational Commitment
Attitude 4. Perceived Organizational Support
5. Employee Engagement
Major Job Attitude
Job Satisfaction Organization Commitment
Refers to a collection of feelings that An employee identifies with a
an individual holds toward his or her particular organization and its
goals and wishes to remain a
job. A high level of job satisfaction
member. Employees who are Employee Engagement
equals positive attitudes toward the
job and vice versa. committed will be less likely to An individual’s involvement with,
engage in work withdrawal even if satisfaction with, and enthusiasm
they are dissatisfied, because theyfor the work he/she does. Highly
Job Involvement have a sense of organizational engaged employees have a passion
The measure of the degree to which loyalty for their work and feel a deep
a person identifies psychologically connection to their company;
with his/her job and considers
Perceive Organizational disengaged employees have
his/her perceived performance level Support essentially check out – putting
important to self-worth. High levels The degree to which employees time but not energy or attention
of job involvement are thought to believe the organization values into their work.
result in fewer absences and lower their contribution and cares about
resignation rates. their well-being
The most popular method for
getting information about
employee attitudes is through
attitude surveys.
How employee Using attitude surveys on a regular
attitudes are basis provides managers with
valuable feedback on how
measured? employees perceive their working
conditions.
Managers present the employee
with set statements or questions to
obtain specific information.
Job Satisfaction
Job satisfaction is the most widely investigated job attitude, as well as one of the most
extensively researched subjects in Industrial/Organizational Psychology. As a result of this
expansive research, job satisfaction has been linked to productivity, motivation,
absenteeism, tardiness, accidents, etc.

How do we measure job satisfaction?


1st method: The single global rating is a response to one question, such as “All things
considered, how satisfied are you with your job?” Respondent circle a number between 1
and 5 on a scale from “highly satisfied” to “highly dissatisfied”.
2nd method: The summation of job facets, 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 coworkers. Respondents rate these on a standardized scale, and
researchers add the ratings to create an overall job satisfaction score.
Mentally Challenging Work
What Employees tend to prefer jobs that
give them opportunities to use
determines job their skills and abilities and offer a
variety of tasks, freedom, and
satisfaction? feedback on how well they are
doing.
Equitable Rewards
Employees want pay systems and
What promotion policies that they
perceive as being just,
determines job unambiguous, and in line with their
expectations. When pay is seen as
satisfaction? fair based on job demands,
individual skill level, and
community pay standards,
satisfaction is likely to result.
What Supportive Working Conditions
Employees are concerned with
determines job their work environment for both
personal comfort and facilitating
satisfaction? doing a good job.
Supportive Colleagues
What Having friendly and supportive
determines job coworkers leads to increased job
satisfaction. The behavior of one’s
satisfaction? boss also is a major determinant of
satisfaction.
Personality Job Fit
What People with personality types
congruent with their chosen
determines job vocations are more likely to be
successful on their jobs and
satisfaction? because of this success, have a
greater probability of achieving
high satisfaction from their work
Personality Job Fit
What People with personality types
congruent with their chosen
determines job vocations are more likely to be
successful on their jobs and
satisfaction? because of this success, have a
greater probability of achieving
high satisfaction from their work

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