2. Chapter Objectives
◦ The Nature of Attitudes and Job Satisfaction
◦ The Relationship between Performance and Satisfaction
◦ Job Involvement and Organization Commitment
◦ Some Positive and Negative Effects of Employee Attitudes
◦ Organizational Citizenship Behaviors
◦ Benefits of Studying Employee Attitudes
◦ Design and Use of Job Satisfaction Surveys
3. The Nature of Attitudes
◦ Attitudes are the feelings and beliefs that largely
determine how employees will perceive their
environment , commit themselves to intended
actions and ultimately behave.
◦ Attitudes form a mental set that affects how we view
something else ,much as a window provides a
framework for our view into or out of a building.
4. Job Satisfaction
◦ Job satisfaction: is a set of favorable or unfavorable feelings and
emotions with which employees view their work.Job satisfaction
is an affective attitude a feeling of relative like or dislike toward
something.
◦ Individual focus : Job satisfaction typically refers to the attitudes
of a single employee but there’s an important thing like moral, it
is for all group satisfaction.
◦ Stability of a Job Satisfaction : Attitudes are generally acquired
over a long period of time.Similarly job satisfaction or
dissatisfaction emerges as an employee gains more and more
information about the workplace.
5. Job Satisfaction
◦ Environmental Impact: Job satisfaction is a one part of life
satisfaction.The nature of a worker’s environment off the
job indirectly influences his or her feelings on the
job.Similarly , since a job is an important part of a life for
many workers job satisfaction infuluence general life
satisfaciton.
Politics
Job Familiy
LIFE
Leisure
Religion
6. Job Involvement
◦ In addition to job satisfaction, three other distinct but
related , employee attitudes are important to many
employees. Job Involvement is the degree to which
employees immerse themselves in their jobs, invest
time and energy in them and view work as a central
part of their overall lives.
7. Organization Commitment
◦ Organizational commitment or employee loyalty
is the degree to which an employee identifies
with the organization and wants to continue
actively participating in it.
◦ Work Moods: Employees also have feelings about
thier jobs thatare highly dynamic :they can
change within a day hour or minute.
These variable attitutes toward their jobs are called
Work Moods.
8. Effects of Employee Attitude
◦ Attitudes are reasonably good predictors of
behaviors. They provide clues to an employee’s
behavioral intentions or inclinations to act in a certain
way.Positive jobs attitudes help predict constructive
behaviors: negative job attitudes help predict
undesirable behaivors.
◦ Employee Performance: Satisfied workers actually may
be high , average , or even low producers and they
will tend to continue the level of performance that
previously brought them satisfaction.
9. Effects of Employee Attitudes
◦ Turnover: As might be expected higher job satisfaction is
associated with lower employee turnover , which is the
proportion of employees leaving an organization during
a given time period.
Performance
Greater or lesser
effort
Rewards
Economic
Sociological
Psychological
Perception of equilty
rewards
Fair
Unfair
Satisfaction or
Dissatisfaction
Greater of lesser
Commitment
Turnover
Absenteeism
Tardiness
Theft
Violence
The Performance Satisfaction –Effort Loop
10. Turnover and Absences
Relationship of job satisfaction to turnover and
absences Figure
High
Low
High
Turnover
Absences
Turnover and Absences
11. Absences and Tardiness
◦ Emplotees who have low job satisfaction tend to be absent
more often.The connection is not always sharp , for couple
of reasons.
◦ Theft: Some employees steal products.Others use
company services without any authorization.These kind of
things are called theft.
◦ Violence: One of the most extreme consequences of
employee dissatisfaciton is exhibited through violence.This
violence source can be include customers or strangers
12. Studying Job Satisfaction
◦ Management needs information on employee job satisfaction in
order to make sound decsions , both in preventing and solving
employee problems.
◦ Benefits of job Satisfaction Studies: If job satisfaction studies
are properly planned and administered they will usually produce
a number of important benefits both general and specific.
◦ Monitoring Attitudes: One benifit of attitude studies is that
they give management an indication of general levels of
satisfaction in a company.
◦ Additional Benefits: Surveys have many other benefits as
well.The flow of communication in all directions is improved as
people plan the survey.,take it and discuss it’s results.
13. Use of Existing Job Satisfaction
Information
Sources
Of
Information
Medical records
Training records Quality records
Labor Turnover
Waste and scrap repots
Exit interviews
Examples of job satisfaction-related information avaiable in organization
14. Survey Design and Followup
◦ General managers need to identify a purpose for
attitudes assessment,obtain top management add
union support and then develop the measurement
instrument.
15. Identify reason for survey
Obtain management commitment
Develop survey instrument
Administer survey
Tabulate results
Analyze results
Provide feedback to participants
Implement action plan
Monitoring results
Major steps in a
Systemyic
approach
To conducting
survey
16. Survey Design and Followup
◦ Closed -End Questions: These present a choice of
answers in such a way that employees simply select
and mark anwsers and these answers show their
feelings.
◦ Opened –End Questions: Present a variety of topics
but let employees answer in their own words.
17. Critical Issues
◦ Reliability: Is the capacity of a survey instrument to
produce consistent result ,regardless of who administers
it.
◦ Validity: In addition to reliability , studies of job
satisfaction need validity or capacity to meansure what
they claim to meansure.
◦ Social Desirability: The tendency of employees to have
social desirability bias that’s importantance of challenge in
their job.
18. Using Survey Information
◦ Communicating the Results: The first step in using job
satisfaction information is to communicate it to all
managers so that they can understand it and prepare to
use it.
◦ Comparative Data: In larger organizations comparisons
among departments are an effective wat to encourage
managers to sit up and take note of satisfaction data.
19. Using Survey Information
◦ Employee Comments: Employee coments are very
useful and this information often makes a greater
impression on management that scores statistics and
charts do.
◦ Feedback to Employees: When corrective action is
taken as the result of a survey details of what was
learned and what was done should be shared with
employees as soons as possible.
20. Changing Employee Attitudes
◦ Includeing attitude shifts is not always easy to but
potential gains can make it worth while to try.If
management desires to change employee attitudes in
a more favorable direction there are many routes to
pursue.
◦ Sometimes it’s advisable to get employee to change
their behavior first and let the desired attitudes shift
follow later.
