ATTITUDES AND JOB SATISFACTION.

Attitudes Evaluative statements or judgments concerning objects, people, or events.

Cognitive Component The opinion or belief segment of and attitude
Affective Component The emotional or feeling segment of an attitude.
Behavioral Component An intention to 1 behave in a certain way toward someone or something.

Cognitive Dissonance - any incompatibility an individual might perceive between two or more attitudes or
between behavior and attitudes. .Festinger argued that any form of inconsistency is uncomfortable and that
individuals will therefore attempt to reduce it. They will seek a stable state, which is a minimum dissonance.
The desire to reduce dissonance depends on moderating factors including
1. The importance of the elements creating it
2. The degree of influence we believe we have over them
3. The rewards of dissonance; high rewards accompanying high dissonance tend to reduce the
tension inherent in the dissonance.

Moderating variables - The most powerful moderators of the attitudes relationship are the importance of attitude ,
its correspondence to behavior, its accessibility , the presence of social pressures and whether a person has
direct experience with the attitude.
The attitude behavior relationship is likel to be much stronger if an attitude refers to something with which
we have direct personal experience.

Major Job Attitudes : Job Satisfaction, Job Involvement , Organizational Commitment

Job Satisfaction - A positive feeling about ones job resulting from an evaluation of its
characteristics.
Job Involvement The degree to which a person identifies with a job , actively participates in it, and
considers performance important to self worth.
Psychological Empowerment Employees belief in the degree to which they affect their work
environment, their competence, the job meaningfulness of their job, and their perceived autonomy
in their work.
Organizational Commitment - The degree to which an employee identifies with a particular
organization and its goals and wishes to maintain membership in the organization.

Perceived Organizational Support (POS) the degree to which employees believe the organization values
their contribution and cares about their well-being .

Employee Engagement an individuals involvement with, satisfaction with, and enthusiasm for, the work
he does. 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.
Cause of Job Satisfaction
Provides training, variety, independence and control
Interdependence, feedback, social support, and interaction with co-workers outside the workplace
High Compensated jobs have average satisfaction levels compared to those that pay much less.

Job Satisfaction is not just about job conditions. Personality also plays a role. 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 evaluations. Those with negative core
self-evaluations set less ambitious goals and are more likely to give up when confronting difficulties.

Work Dissatisfaction

Main Cause of Job Satisfaction : On- the job Stress , Pay, Promotion , Work ,Security, Supervisor, Coworkers

The Impact of Satisfied and Dissatisfied Employees on the Workplace.

Core Self Evaluations Bottom-line conclusions individuals have about their capabilities, competence
and worth as a person
Exit Dissatisfaction expressed through behavior directed toward leaving the organization.
Voice Dissatisfaction expressed through active and constructive attempts to improve conditions
Loyalty Dissatisfaction expressed by passively waiting for conditions to improve.
Neglect Dissatisfaction expressed though allowing conditions to worsen.

Outcomes of Job Satisfaction and Dissatisfaction in the Workplace.

Job Satisfaction and Job Performance . Happy Workers are more likely to be productive workers.
Job Satisfaction and Organizational Citizenship Behavior (OCB) - Satisfied employees would seem more
likely to talk positively about the organization, help others , and go beyond the normal expectations in
their job, perhaps because they want to reciprocate their positive experiences. Finally, research shows that
when people are in good mood, they are more likely to engage in OCB.
Job Satisfaction and Customer Satisfaction Satisfied workers increase customer satisfaction and loyalty.
,.
Questions

1. Why do you think many people are in jobs that are not satisfying? Do organizations help people craft
satisfying and motivating jobs, and if not, why not?
2. Think about how you might reorient yourself to your own job. Are the principles of job crafting described
above relevant to your work? Why or why not?
3. Some contend that job crafting sounds good in principle but is not necessarily available to everyone. What
types of jobs are probably not amenable to job crafting activities?
4. Are there any potential drawbacks to the job crafting approach? How can these concerns be minimized?