Chapter 3 � Attitudes and Job Satisfaction Show
What are attitudes? - Attitudes are evaluative statements or judgments concerning objects, people, or events. � Cognitive component of an attitude is the opinion or belief segment of an attitude. � Affective component is the emotion or feeling segment of an attitude. � Behavioral component of an attitude is an intention to behave in a certain way toward someone or something. Cognitive Dissonance Theory - - any incompatibility between two or more attitudes or between behavior and attitudes Our desire to reduce dissonance depends upon: � Importance of elements creating dissonance � Degree of individual influence over elements � Rewards involved in dissonance Note: People seek consistency among their attitudes and seek to reconcile divergent attitudes and behavior so they appear to be rational and consistent. Measuring the A-B relationship Recent research indicates that attitudes (A) significantly predict behaviors (B) when moderating variables are taken into account. Moderating Variables include: � Importance of the attitude � Specificity of the attitude � Accessibility of the attitude � Social pressures on the individual � Direct experience with the attitude �Self-perception theory� = when you use attitudes after the fact to make sense out of an action that has ALREADY occurred. Types of Attitudes 1) Job Satisfaction � A collection of positive and/or negative feelings that an individual holds towards his or her job. 2) Job Involvement � Identifying with the job, actively participating in it, and considering performance important to self-worth. 3) Organizational Commitment � Identifying with a particular organization and its goals, and wishing to maintain membership in the organization � Affective, normative, and continuance commitment � Note: what are these? Why are they different? Please be sure you know J 4) Perceived Organizational Support � Degree to which employees feel the organization cares about their well-being. 5) Employee Engagement � An individual�s involvement with, satisfaction with, and enthusiasm for the organization. An Application: Attitude surveys - A way to capture attitude data via questionnaires about various workplace factors (job, work groups, supervisors and the organization) Attitudes and Diversity - A growing field of study and important in all organizations today.� Understanding and changing attitudes about others is important for managers and organizations. Most companies are now training employees re: attitudes about diversity. - Training activities: Participating in diversity training that provides for self-evaluation and group discussions - Volunteer work in community and social service centers with individuals of diverse backgrounds Job Satisfaction How can we measure it? � Single global rating � Summation score � So�..how satisfied are people in their jobs? � Which facets seem to be causing dissatisfaction? How Can Employee Express Dissatisfaction? Exit � Behavior directed towards leaving the organization Neglect � Allowing conditions to worsen Voice � Active and constructive attempts to improve conditions Loyalty � Passively waiting for conditions to improve (Also note that job satisfaction relates to OCB (going above and beyond what is required formally) through fairness. Trust is also important) Job Satisfaction and Employee Performance Satisfaction and Productivity o Satisfied workers are more productive AND more productive workers are more satisfied! o Worker productivity is higher in organizations with more satisfied workers. Satisfaction and Absenteeism Satisfied employees have fewer avoidable absences. Satisfaction and Turnover Satisfied employees are less likely to quit. Organizations take actions to retain high performers and to weed out lower performers. Satisfaction and OCB Satisfied employees who feel fairly treated by and are trusting of the organization are more willing to engage in behaviors that go beyond the normal expectations of their job. Satisfaction and Customer Satisfaction Satisfied workers provide better customer service. Satisfied employees increase customer satisfaction because: They are more friendly, upbeat, and responsive. They are less likely to turnover, which helps build long-term customer relationships. They are experienced. Note: Dissatisfied customers increase employee job dissatisfaction. Is the degree to which employees believe the organization values their contribution?Perceived organizational support (POS) represents the degree to which employees believe that their organization values their contributions and cares for their wellbeing (Eisenberger et al., 1986).
Is the degree to which employees believe the organization values their contribution and cares about their well being quizlet?36) ________ is the degree to which employees believe the organization values their contribution and cares about their well-being. Explanation: C) Perceived organizational support (POS) is the degree to which employees believe the organization values their contribution and cares about their well-being.
Is the degree to which an employee identifies with a particular organization?– Organizational Commitment
– The degree to which an employee identifies with a particular organization and its goals, and wishes to maintain membership in the organization.
Is the degree to which an employee identifies with the organization and wants to continue actively participating in it?Definition of organizational commitment. Or employee loyalty, is the degree to which an employee identifies with the organization and wants to continue actively participating in it.
|
Is the degree to which an employee actively participates in their job and considers their job performance to be important to their self
zusammenhängende Posts
Urheberrechte © © 2024 de.apacode Inc.
