scandura ppt 04

CHAPTER 4:ATTITUDES

AND JOB SATISFACTION

Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications 2

AGENDA• Attitude components• Core self-evaluation• Job satisfaction• Organizational commitment• Perceived organizational support• Psychological empowerment


JOB SATISFACTION: A DOWNWARD TREND• SHRM survey showed a decline in job

satisfaction since 2009• Reasons most affecting job satisfaction• Job security (63%)• Ability to use skills and abilities at work

(62%) • A positive relationship with the boss (55%) • The organization’s financial stability (55%)


JOB SATISFACTION OVER TIME

Note: Figure represents those employees who answered "somewhat satisfied" or "very satisfied." Source: 2011 Employee Job Satisfaction and Engagement: A Research Report by SHRM.


WHAT IS AN ATTITUDE?• A psychological tendency expressed by

evaluating a particular entity with some degree of favor or disfavor

• Attitudes are thus a person’s evaluation of something else.

• These evaluations have three components: • Cognitive, affective, and behavioral


ATTITUDE COMPONENTS

• The cognitive component of an attitude is a statement of belief about something. • The affective component of an attitude is

the emotional part.• The behavioral component of an attitude

refers to an intention to act based on the cognitions and affect experienced.


THREE COMPONENTS OF AN ATTITUDE


COGNITIVE DISSONANCE• The incompatibility between two or

more attitudes or between attitudes and behavior• Creates stress due to• The personal importance of what

creates it• how much influence the person has

over the attitude or behavior• Stress drives one to do something to

reduce the dissonance


DO ATTITUDES MATTER?• Work-related attitudes are • Outcome variables in OB

research • Predictor variables in OB

Research• OB research has shown that

attitudes are related to outcomes that organizations care about such as job performance and turnover.


JOB SEARCH ATTITUDES• The positive attitude about oneself is

known as core self-evaluations (CSE).• CSE is defined as “fundamental premises

that individuals hold about themselves and their functioning in the world.” (Judge, Erez, & Bono, 1998, p. 161) • CSE has been strongly related to both

persistence in job search behavior and success.


JOB SATISFACTION“[A] pleasurable or positive

emotional state resulting from the appraisal of one’s job or job experience.” (Locke, 1976, p. 1300)


JOB SATISFACTION FACETS• Various aspects of the work experience: pay, promotions, supervision, coworkers, and the work Itself• Pay and job satisfaction• Once a person reaches an

income level where they can live comfortably, the relationship between income and job satisfaction goes away.


RELATIONSHIP BETWEEN AVERAGE PAY AND JOB SATISFACTION

Source: Judge, T. A., Piccolo, R. F., Podsakoff, N. P., Shaw, J. C., & Rich, B. L. (2010). The relationship between pay and job satisfaction: A meta-analysis of the literature. Journal of Vocational Behavior, 77(2), 157–167.


RESPONSES TO JOB DISSATISFACTION

Source: Rusbult, C. E., Farrell, D., Rogers, G., & Mainous III, A. G. (1988). Impact of exchange variables on exit, voice, loyalty, and neglect: An integrative model of responses to declining job satisfaction. Academy of Management Journal, 31(3), 599–627.


JOB SEARCH ATTITUDES• Core self-evaluation:

fundamental premises that individuals hold about themselves and their functioning in the world• A positive attitude is related to job

search success and job performance


ORGANIZATIONAL COMMITMENT• Organizational commitment is a

psychological state that describes an employee’s relationship with their organization and a propensity to continue the relationship. • People who are not committed to

their jobs are absent more often, are less motivated, and perform at lower levels.


THREE TYPES OF COMMITMENT• Affective commitment (emotional attachment)• Continuance commitment (cost of leaving)• Normative commitment (moral obligation to stay)


JOB INVOLVEMENT• Job involvement --how much employees

identify with their job and view their performance at work as an essential part of their self-esteem.

• Job involvement has been related to• Employee turnover (-)• Organizational citizenship (+)• Job performance (+)


ORGANIZATIONAL COMMITMENT AND JOB INVOLVEMENT

Source: Blau, G. J. & Boal, K. B. (1989). Conceptualizing how job involvement and organizational commitment affect turnover and absenteeism. Academy of Management Review, 12(2), 288–300. Adapted from p. 293.


EMPLOYEE ENGAGEMENT• The investment of an individual’s

complete self into a role• Gallup survey (2012) indicates • 52% of workers are not engaged• 18% are actively disengaged

• Gallup estimates that actively disengaged employees cost the U.S. between $450 billion to $550 billion each year in lost productivity


EMPLOYEE ENGAGEMENT AND WORK OUTCOMES

Source: Gallup (2013). State of the American Workforce: Employee engagement insights for U.S. business leaders (retrieved on January 8, 2014 from http://www.gallup.com/strategicconsulting/163007/state-american-workplace.aspx).


PERCEIVED ORGANIZATIONAL SUPPORT• Employees perception of whether

or not the organization values their contributions and cares about their well-being


PSYCHOLOGICAL EMPOWERMENT• Intrinsic task motivation manifested in a

set of four cognitions reflecting an individual’s orientation to their work role• Competence• Impact• Meaning• Self-determination


LEADERSHIP IMPLICATIONS: ATTITUDE CHANGE• Leaders may create positive

attitudes through developing a sense of meaning with respect to the work performed.• By creating a sense of meaning,

leaders may be able to activate other positive attitudes about work and improve employee motivation.


THE WORK AS MEANING INVENTORY (WAMI)

Source: Steger, M. F., Dik, B. J., & Duffy, R. D. (2012). Measuring meaningful work: The work and meaning inventory (WAMI). Journal of Career Assessment, 1–16.


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scandura ppt 04

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