Loading...

Messages

Proposals

Stuck in your homework and missing deadline? Get urgent help in $10/Page with 24 hours deadline

Get Urgent Writing Help In Your Essays, Assignments, Homeworks, Dissertation, Thesis Or Coursework & Achieve A+ Grades.

Privacy Guaranteed - 100% Plagiarism Free Writing - Free Turnitin Report - Professional And Experienced Writers - 24/7 Online Support

Refers to evaluative statements or judgments concerning objects, people, or events.

20/12/2020 Client: saad24vbs Deadline: 7 Days

Organizational Behavior 15th Ed


Attitudes and Job Satisfaction


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-1


Robbins and Judge


Chapter 3


Chapter 3 is a focus on Attitudes and Job Satisfaction. Managers should be interested in their employees’ attitudes because attitudes give warnings of potential problems and influence behavior. Creating a satisfied workforce is hardly a guarantee of successful organizational performance, but evidence strongly suggests that whatever managers can do to improve employee attitudes will likely result in heightened organizational effectiveness. Let’s begin with the Learning Objectives of this chapter.


1


Chapter 3 Learning Objectives


After studying this chapter you should be able to:


Contrast the three components of an attitude.


Summarize the relationship between attitudes and behavior.


Compare and contrast the major job attitudes.


Define job satisfaction and show how it can be measured.


Summarize the main causes of job satisfaction.


Identify four employee responses to dissatisfaction.


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-2


The first chapter entitled “What Is Organizational Behavior,” begins by defining eight learning objectives for the chapter. These lay a foundation understanding for the origins of OB and its applications in management and organizational existence. You should focus on this chapter to ground yourself effectively as a starting place for the more complex and significant concepts through the book. We will take each of these objectives and concentrate on its presentation to ensure your acquisition of base knowledge and competencies in OB.


2


Contrast the Three Components of an Attitude


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-3


Evaluative statements or judgments concerning objects, people, or events


Three components of an attitude:


The emotional or feeling segment of an attitude


The opinion or belief segment of an attitude


An intention to behave in a certain way toward someone or something


LO 1


Attitudes are evaluative statements or judgments concerning objects, people, or events. Attitudes are made up of three components. The cognitive component is made up of the belief in the way things are. The affective component is the more critical part of the attitude as it is calls upon the emotions or feelings. The behavioral component describes the intention to behave in a certain way toward someone or something. These three components work together to aid in our understanding of the complexity of an attitude.


3


Affective


Cognitive


Behavioral


Attitude


Summarize the Relationship Between Attitudes and Behavior


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-4


LO 2


The attitudes people hold determine what they do.


Festinger proposed that cases of attitude following behavior illustrate the effects of cognitive dissonance.


Cognitive Dissonance is incompatibility an individual might perceive between two or more attitudes or between behavior and attitudes.


Research has generally concluded that people seek consistency among their attitudes and between their attitudes and their behavior.


Sometimes we observe people who will change what they say so it doesn’t contradict their behavior. When attitudes and behaviors don’t line up, individuals will experience cognitive dissonance. This incongruity is uncomfortable and individuals will seek to reduce the dissonance to find consistency.


People are willing to live with some discomfort but the degree to which this is true depends upon the importance of the elements, how much influences the individual has in the situation, and the rewards available.


4


Summarize the Relationship Between Attitudes and Behavior


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-5


LO 2


Attitude


Predicts


Behavior


Mitigating Variables


Importance of the attitude


Its correspondence to behavior


Its accessibility


The presence of social pressure


Whether or not a person has had direct experience with the behavior


The attitude/behavior relationship is stronger if it refers to something in our direct personal experience


Some variables do moderate the relationship between attitude and behavior. These factors include the importance of the attitude to the person, the correspondence of the attitude to the behavior, the accessibility of the attitude, the existence of social pressures on behavior, and the personal and direct experience of the attitude.


These mitigating variables will affect the ability to predict how a certain attitude will predict behavior. The mitigating variables must be considered in the analysis process to alter what might be considered standard response as behavior to a specific attitude.


5


Compare and Contrast the Major Job Attitudes


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-6


LO 3


Job Satisfaction


A positive feeling about the job resulting from an evaluation of its characteristics


Job Involvement


Degree of psychological identification with the job where perceived performance is important to self-worth


Psychological Empowerment


Belief in the degree of influence over the job, competence, job meaningfulness, and autonomy


OB focuses our attention on a very limited number of job-related attitudes. Most of the research in OB has been concerned with three attitudes: job satisfaction, job involvement, and organizational commitment. The field of Organizational Behavior focuses on how attitudes will influence the workplace. There are several major job attitudes we will look at throughout the book. The first is job satisfaction, which is the positive feeling about the job resulting from an evaluation of its characteristics. The second is job involvement. Job involvement looks at the degree of psychological identification with the job. An additional job attitude is logical empowerment, the belief in the degree of influence their work environment, their competence, the meaningfulness of their job, and their perceived autonomy.


6


Compare and Contrast the Major Job Attitudes


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-7


LO 3


Organizational Commitment


Identifying with a particular organization and its goals, while wishing to maintain membership in the organization.


Three dimensions:


Affective – emotional attachment to organization


Continuance – economic value of staying


Normative – moral or ethical obligations


A very important job attitude is organizational commitment or identifying with a particular organization and its goals. There are three dimensions to this job attitude – affective, continuance commitment, and normative.


7


Compare and Contrast the Major Job Attitudes


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-8


LO 3


Organizational Commitment (cont)


Has some relation to performance, especially for new employees.


Theoretical models propose that employees who are committed will be less likely to engage in work withdrawal even if they are dissatisfied, because they have a sense of organizational loyalty.


Organizational commitment has been found to have some relationship to performance and in particular for new employees. One distinct benefit to organizational commitment is the likelihood that an employee will engage in work withdrawal even if they are dissatisfied to a tolerable level, because in spite of a feeling of dissatisfaction, the employee feels a sense of organization loyalty.


8


Compare and Contrast the Major Job Attitudes


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-9


LO 3


Perceived Organizational Support (POS)


Degree to which employees believe the organization values their contribution and cares about their well-being.


Higher when rewards are fair, employees are involved in decision making, and supervisors are seen as supportive.


High POS is related to higher OCBs and performance.


Perceived Organizational Support is the degree to which employees believe the organization values their contribution and cares about their well-being. The perception of fairness in the employees mind is a key factor in determining employees’ willingness to work hard for the organization. In addition, employees have a higher POS when they perceive they have some input to decision-making processes. Employees with strong POS perceptions have been found more likely to have higher levels of organizational citizenship behaviors, lower levels of tardiness, and better customer service.


9


Compare and Contrast the Major Job Attitudes


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-10


LO 3


Employee Engagement


The degree of involvement with, satisfaction with, and enthusiasm for the job.


Engaged employees are passionate about their work and company.


Employee Engagement goes beyond just job satisfaction and includes involvement and enthusiasm for the job. Highly engaged employees have a passion for their work and feel a deep connection to their company. Disengaged employees have essentially checked out—putting time but not energy or attention into their work. Engagement becomes a real concern for most organizations because surveys indicate that few employees—between 17 percent and 29 percent—are highly engaged by their work. Engagement is a very general concept, perhaps broad enough to capture the intersection of the other variables we’ve discussed. In other words, it may be what these attitudes have in common.


10


Compare and Contrast the Major Job Attitudes


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-11


LO 3


Are These Job Attitudes Really Distinct?


No: these attitudes are highly related


Variables may be redundant (measuring the same thing under a different name)


While there is some distinction, there is also a lot of overlap


Overlap may cause confusion


There is a high degree of overlap between the different job attitudes. If a worker has higher job satisfaction, they tend to be more engaged and show a stronger commitment to the organization. Researchers are looking into trying to find ways to measure the different attitudes to get at their distinctiveness. This overlap can cause considerable confusion when trying to assess them.


11


Define Job Satisfaction and Show How It Can Be Measured


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-12


LO 4


Job satisfaction


A positive feeling about a job resulting from an evaluation of its characteristics


Two approaches for measuring Job Satisfaction are popular:


The single global rating


The summation of job facets


Job satisfaction is defined as a positive feeling about a job resulting from an evaluation of its characteristics. This is an important job attitude because it incorporates so many of the other measures. There are multiple ways to measure job satisfaction, but the most accurate way is to ask the question if people are satisfied in their jobs and provide them with a scale to report their degree of satisfaction. The single global rating is a response to one question, such as “All things considered, how satisfied are you with your job?” Respondents circle a number between 1 and 5 on a scale from “highly satisfied” “highly dissatisfied.” The second 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 relations with coworkers.


12


Define Job Satisfaction and Show How It Can Be Measured


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-13


LO 4


Insert Exhibit 3.2


Most people are satisfied with their jobs in the developed countries surveyed. Research shows that over the past 30 years, the majority of U.S. workers have been satisfied with their jobs. As shown in Exhibit 3-2, people have typically been more satisfied with their jobs overall, with the work itself, and with their supervisors and co-workers than they have been with their pay and with promotion opportunities. Workers do seem to be less satisfied with their pay and promotion opportunities.


13


Summarize the Main Causes of Job Satisfaction


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-14


LO 5


Pay influences job satisfaction only to a point.


After about $40,000 per year (in the U.S.), there is no relationship between amount of pay and job satisfaction.


Money may bring happiness, but not necessarily job satisfaction.


Pay has an influence on job satisfaction but not as much as one might think. Typically, once a worker exceeds $40,000 per year, pay has limited impact on the level of satisfied workers.


14


Summarize the Main Causes of Job Satisfaction


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-15


LO 5


Insert Exhibit 3-22


Insert Exhibit 3-3


Interesting jobs that provide training, variety, independence, and control satisfy most employees. There is also a strong correspondence between how well people enjoy the social context of their workplace and how satisfied they are overall. Interdependence, feedback, social support, and interaction with co-workers outside the workplace are strongly related to job satisfaction even after accounting for characteristics of the work itself.


15


Summarize the Main Causes of Job Satisfaction


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-16


LO 5


Insert Exhibit 3-22


Insert Exhibit 3-4


For people who are poor or who live in poor countries, pay does correlate with job satisfaction and overall happiness. But once an individual reaches a level of comfortable living (in the United States, that occurs at about $40,000 a year, depending on the region and family size), the relationship between pay and job satisfaction virtually disappears. Money does motivate people, as we will discover in Chapter 6. But what motivates us is not necessarily the same as what makes us happy. Maybe your goal isn’t to be happy. But if it is, money’s probably not going to do much to get you there.


16


Summarize the Main Causes of Job Satisfaction


Personality also plays a role in Job Satisfaction.


People who have positive core self-evaluations, who believe in their inner worth and basic competence are more satisfied with their jobs than those with negative core self-evaluations.


Those with negative core self-evaluations set less ambitious goals and are more likely to give up when confronting difficulties.


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-17


LO 5


Insert Exhibit 3-22


Personality also plays a role in Job Satisfaction. Research has shown that people who have positive core self-evaluations who believe in their inner worth and basic competence—are more satisfied with their jobs than those with negative core self-evaluations. Not only do they see their work as more fulfilling and challenging, they are more likely to gravitate toward challenging jobs in the first place. Those with negative core self-evaluations set less ambitious goals and are more likely to give up when confronting difficulties.


17


Identify Four Employee Responses to Dissatisfaction


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-18


LO 6


Insert Exhibit 3-22


Insert Exhibit 3-5


There are a number of ways employees can express job dissatisfaction. These include Exit: a Behavior directed toward leaving the organization, including looking for a new position as well as resigning. Additionally Voice is actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and some forms of union activity. Loyalty is passively, but optimistically, waiting for conditions to improve, including speaking up for the organization in the face of external criticism, and trusting the organization and its management to “do the right thing.” Lastly, Neglect involves passively allowing conditions to worsen, including chronic absenteeism or lateness, reduced effort, and increased error rate. Exit and neglect behaviors encompass our performance variables—productivity, absenteeism, and turnover. Voice and loyalty are constructive behaviors allow individuals to tolerate unpleasant situations or to revive satisfactory working conditions. It helps us to understand situations, such as those sometimes found among unionized workers, where low job satisfaction is coupled with low turnover.


18


Summary and Implications for Managers


Satisfied and committed employees have lower rates of turnover, absenteeism, and withdrawal behaviors.


Managers will also want to measure job attitudes effectively so they can tell how employees are reacting to their work.


The most important thing managers can do to raise employee satisfaction is focus on the intrinsic parts of the job, such as making the work challenging and interesting.


Although paying employees poorly will likely not attract high-quality employees to the organization or keep high performers, managers should realize that high pay alone is unlikely to create a satisfying work environment.


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-19


Insert Exhibit 3-22


Some take-away ideas from this chapter on Attitudes and Job Satisfaction can be excellent guidelines for management skill development. Understanding these dimensions of Attitudes and Job Satisfaction will permit a manger’s focus on the skills to apply them to the employee/employer relationship. First, satisfied and committed employees have lower rates of turnover, absenteeism, and withdrawal behaviors. They also perform better on the job. Second, given that managers want to keep resignations and absences down—especially among their most productive employees—they’ll want to do things that generate positive job attitudes. Third, managers will also want to measure job attitudes effectively so they can tell how employees are reacting to their work. As one review put it, “A sound measurement of overall job attitude is one of the most useful pieces of information an organization can have about its employees.” The most important thing managers can do to raise employee satisfaction is focus on the intrinsic parts of the job, such as making the work challenging and interesting. Lastly, paying employees poorly will likely not attract high-quality employees to the organization or keep high performers, managers should realize that high pay alone is unlikely to create a satisfying work environment.


19


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.


Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall


3-20


All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.


20


Applied Sciences

Architecture and Design

Biology

Business & Finance

Chemistry

Computer Science

Geography

Geology

Education

Engineering

English

Environmental science

Spanish

Government

History

Human Resource Management

Information Systems

Law

Literature

Mathematics

Nursing

Physics

Political Science

Psychology

Reading

Science

Social Science

Home

Blog

Archive

Contact

google+twitterfacebook

Copyright © 2019 HomeworkMarket.co

Homework is Completed By:

Writer Writer Name Amount Client Comments & Rating
Instant Homework Helper

ONLINE

Instant Homework Helper

$36

She helped me in last minute in a very reasonable price. She is a lifesaver, I got A+ grade in my homework, I will surely hire her again for my next assignments, Thumbs Up!

Order & Get This Solution Within 3 Hours in $25/Page

Custom Original Solution And Get A+ Grades

  • 100% Plagiarism Free
  • Proper APA/MLA/Harvard Referencing
  • Delivery in 3 Hours After Placing Order
  • Free Turnitin Report
  • Unlimited Revisions
  • Privacy Guaranteed

Order & Get This Solution Within 6 Hours in $20/Page

Custom Original Solution And Get A+ Grades

  • 100% Plagiarism Free
  • Proper APA/MLA/Harvard Referencing
  • Delivery in 6 Hours After Placing Order
  • Free Turnitin Report
  • Unlimited Revisions
  • Privacy Guaranteed

Order & Get This Solution Within 12 Hours in $15/Page

Custom Original Solution And Get A+ Grades

  • 100% Plagiarism Free
  • Proper APA/MLA/Harvard Referencing
  • Delivery in 12 Hours After Placing Order
  • Free Turnitin Report
  • Unlimited Revisions
  • Privacy Guaranteed

6 writers have sent their proposals to do this homework:

University Coursework Help
Helping Hand
Top Essay Tutor
Writer Writer Name Offer Chat
University Coursework Help

ONLINE

University Coursework Help

Hi dear, I am ready to do your homework in a reasonable price.

$102 Chat With Writer
Helping Hand

ONLINE

Helping Hand

I am an Academic writer with 10 years of experience. As an Academic writer, my aim is to generate unique content without Plagiarism as per the client’s requirements.

$100 Chat With Writer
Top Essay Tutor

ONLINE

Top Essay Tutor

I have more than 12 years of experience in managing online classes, exams, and quizzes on different websites like; Connect, McGraw-Hill, and Blackboard. I always provide a guarantee to my clients for their grades.

$105 Chat With Writer

Let our expert academic writers to help you in achieving a+ grades in your homework, assignment, quiz or exam.

Similar Homework Questions

On january 1 an underweight college student - Of mice and men dreams - Fern fort university swot analysis template - Enhance Security Policies - Communicable disease article hcs 457 - The marketing research department for a company that manufactures - BUSN603 - Deliverable 05 R&W - Abaqus boundary conditions explained - Mitigation Plan Creation - Johnny b goode song - Rat dissection circulatory system - Zen buddhism 2 - Emf of dry cell battery - Need 4 page report on marketing a restaurant. APA methodology. No Plagiarism - Which statement best captures the importance of good personal hygiene - Research paper - Child family and community 6th edition pdf download - Quickbooks final exam answers - Use exploit windows smb ms08_067_netapi - The prince by niccolo machiavelli answers - Georgia association of medical staff services - An Extraordinary Experience - New innovations in mathematics - Job Cost Accounting - The fashion channel case study solutions - Gateway cengage new account success html - Usgs types of volcanoes - Mafs 912 g co 3.11 - GHF D5 - Safety activity - Examples of how to start a body paragraph - 1z0 062 dumps pdf - Outline - Understanding your college experience strategies for success 2nd edition pdf - Surface water lab report - Statistical inference george casella - CLASS DISCUSSION - Mortgage rules in monopoly - Journal Article Analysis - Peep for disabled persons - Khp and naoh titration lab report - The biology of osmosis jones worksheet answers - Disney cost leadership - How to calculate population density per square mile - Port macquarie bus timetable - Discussion - Research Paper - Testing an open source project using jest enzyme test cases - Ethics - A discussion hw - Bmj submit a paper - Brief one page summary on the use of privately owned and run prisons in America - Mythbusters who gets wetter worksheet answers - Marketplace simulation login - Pore water pressure in triaxial test - Animal cell coloring activity - Aegis home inspection recommandation - Nurs 340 week 1&2 - Snowden case study - Meg and mog age range - Edinburgh napier staff intranet - Freak the mighty chapter 24 - Wattle grove community centre - Schneider electric circuit breaker application guide - Www homeschoolmath net worksheets measuring units worksheet - Goodstart childcare policies and procedures - Criminal evidence 7th edition garland pdf - Business law - 3m convertible top adhesive - Sas 9.4 installation guide linux - How to leave the world that worships should poem analysis - Cervical motion tenderness icd 10 - Paul smith methodist minister - Philosophy here and now 2nd edition pdf - Amc assignment cover sheet - Cisco downloadable acl example - Discussion - Redeem mcdonalds monopoly now tv pass - Is kool aid a solution - Penn foster biology research paper example - Essay and outline - Quantitative Design - Enroll in iphone upgrade program - In a laboratory experiment on friction a - Working for eli lilly & company case study - Calculate the overapplied or underapplied overhead for the year - Rules of meem saakin - Meichenbaum self regulated learning - What is ecomap in social work - The contrast between mass marketing and one to one marketing - What ice cream flavor am i - Human and Social Change - South east water contractors - Lab 2 separation of a mixture - Hr paper - 1101 sequence detector state diagram - Solitaire company's fixed budget performance report for june follows - ACC 305 Intermediate Accounting I - Principles of software engineering management