Attitudes are psychological constructs that encompass an individual's predispositions

toward particular objects, people, or situations. They are multidimensional, typically

consisting of three main components: the cognitive, affective, and behavioral
components.

COMPONENTS OF ATTITUDE

1. Cognitive Component
The cognitive component involves the beliefs, thoughts, and attributes that we associate with an
object. These are the factual information and knowledge one has about the attitude object. It
reflects the perceptual responses and rational evaluations. Includes-

• Beliefs and Ideas: These are the individual's specific thoughts or ideas about the object. For
instance, believing that exercise is good for health.
• Perceptions: How one interprets information about the object. For example, perceiving a
political candidate as trustworthy based on their speeches and policies.
• Attributions: The reasons one assigns to certain behaviors or events. For instance, attributing
success in exams to hard work.

2. Affective Component
The affective component involves the emotional reactions or feelings toward the attitude object.
These are the positive or negative feelings one has and can be deeply influential in forming
overall attitudes. Includes-

• Emotions: The feelings evoked by the object, such as happiness, anger, or sadness. For
example, feeling joy when thinking about a favorite hobby.
• Evaluative Responses: The overall liking or disliking of the object. For instance, having a
favorable attitude towards a type of music because it evokes pleasant emotions.
• Moods: Longer-lasting emotional states that can color one's perceptions of the attitude
object. For example, being in a good mood might enhance one's positive feelings towards a
social event.

3. Behavioral Component
The behavioral component refers to the way the attitude influences how we act or behave. This
component is about the tendency or intention to act in a certain way toward the attitude object.
Includes-

• Intentions: Plans or intentions to behave in a certain way. For instance, intending to vote for a
specific candidate in an upcoming election.
• Actions: The actual behaviors or actions taken in relation to the attitude object. For example,
exercising regularly because of a positive attitude towards physical fitness.
• Reactions: How one responds in real-time situations related to the attitude object. For
instance, defending a friend in a conversation because of a positive attitude towards them.
Organisational commitment and job satisfaction as work attitude

Organizational commitment and job satisfaction are two critical work attitudes that
significantly impact employee behavior, performance, and overall organizational success.

Organizational Commitment:
Organizational commitment refers to the extent to which employees identify with and are
dedicated to their organization. It comprises three components:

1 Affective Commitment: This is an emotional attachment to the organization,

where employees feel a sense of belonging and loyalty. They genuinely care about the
organization's success and are willing to invest their time and effort to contribute to
its goals.

2 Continuance Commitment: This component relates to the perceived costs

associated with leaving the organization. Employees with high continuance
commitment may stay not because they want to, but because they feel they have to,
due to factors such as financial obligations or limited alternative job opportunities.

3 Normative Commitment: Normative commitment is based on a sense of

obligation or duty to remain with the organization. Employees with high normative
commitment feel morally obligated to stay due to factors such as the organization's
investment in their development or a sense of loyalty.

Job Satisfaction:
Job satisfaction refers to the overall positive or negative feelings employees have about
their jobs. It encompasses various aspects of the work environment, including the nature
of the work, relationships with colleagues and supervisors, compensation, opportunities
for advancement, and organizational policies and practices.
and remands satisfied
monetary
are more

compensation : -

People with
good salaries
satisfaction that much
it not effect job
after apt may
Love evaluation : the CSE more satisfied
self
are
satisfied employee
-

CSR have more

> Org fulfilling
Responsibilities
-

Social
Corporate for advancement, good retrendip
: -Intrinsic benefits such opportunities
as

nature work
of satisfaction
with peers and supervisors affect jeb

Relationship between Organizational Commitment and Job

Satisfaction:
There is a strong correlation between organizational commitment and job satisfaction.
Employees who are satisfied with their jobs are more likely to develop a strong sense of
commitment to their organization. Conversely, employees who are dissatisfied with their
jobs are less likely to feel committed to their organization and may be more inclined to
leave.
Importance in Organizational Behavior:
Both organizational commitment and job satisfaction are essential for organizational behavior and
effectiveness:

• Retention: High levels of organizational commitment and job satisfaction contribute to

employee retention, reducing turnover rates and associated costs.

• Performance: Committed and satisfied employees are more likely to be engaged in their work,
leading to higher levels of performance and productivity.

• Organizational Citizenship Behavior: Employees who are committed to their organization and
satisfied with their jobs are more likely to engage in organizational citizenship behavior, such as
going above and beyond their job requirements to help colleagues or contribute to the
organization's success.

• Organizational Culture: Organizational commitment and job satisfaction are key components of
a positive organizational culture, which fosters employee morale, motivation, and overall well-
being.

Strategies for Enhancing Organizational Commitment and Job Satisfaction:

• Effective Leadership: Supportive and transformational leadership can foster a positive work
environment, promote employee engagement, and enhance job satisfaction and organizational
commitment.

• Employee Development: Providing opportunities for skill development, career advancement,

and recognition can increase job satisfaction and foster a sense of commitment among
employees.

• Communication and Feedback: Open and transparent communication channels and regular
feedback mechanisms can help address concerns, build trust, and enhance job satisfaction and
organizational commitment.

• Work-Life Balance: Offering flexible work arrangements, wellness programs, and initiatives
that promote work-life balance can contribute to higher job satisfaction and organizational
commitment by addressing employees' holistic well-being.