Week 7 Assignment Course Project: Final Paper

MGT301PresentationPearson17eChapter3.pdf

Home >Business & Finance homework help >Operations Management homework help >Week 7 Assignment Course Project: Final Paper

Attitudes

and Job Satisfaction

Learning Objectives

Contrast the three components of an attitude.

Summarize the relationship between attitudes

and behavior.

Compare the major job attitudes.

Define job satisfaction.

Summarize the main causes of job satisfaction.

Identify three outcomes of job satisfaction.

Identify four employee responses to

dissatisfaction.

3-3

Contrast the Three

Components of an Attitude

 Attitudes are evaluative statements—either favorable or unfavorable—about objects, people, or events.

 They reflect how we feel about something.

3-4

LO 1

3-4

Contrast the Three

Components of an Attitude

3-5

LO 1

3-5

Summarize the Relationship

Between Attitudes and Behavior

The attitudes that people hold determine what they do.

 Festinger: cases of attitude following behavior illustrate the effects of cognitive dissonance.

 Cognitive dissonance is any 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.

3-6

LO 2

3-6

Summarize the Relationship

Between Attitudes and Behavior

3-7

Attitude

predicts

Behavior

M itig

a tin

g V a ria

b le s

Moderating Variables: Attitude’s importance

Correspondence to behavior

Accessibility

Presence of social pressures

Whether a person has direct

experience with the attitude

 The attitude-behavior

relationship is likely to be much

stronger if an attitude refers to

something with which we have

direct personal experience.

LO 2

Compare the Major Job Attitudes

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 one’s job, competence, job meaningfulness, and autonomy.

3-8

LO 3

3-8

Compare the Major Job Attitudes

Organizational Commitment

 Identifying with a particular organization and

its goals and wishing to maintain membership

in the organization.

 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.

3-9

LO 3

Compare the Major Job Attitudes

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.

 POS is important in countries where power

distance is lower.

3-10

LO 3

Compare the Major Job Attitudes

Employee Engagement

 The degree of involvement with, satisfaction

with, and enthusiasm for the job.

 Engaged employees are passionate about

their work and company.

3-11

LO 3

Compare the Major Job Attitudes

Are these job attitudes really all that distinct?

No, these attitudes are highly related; and

while there is some distinction, there is

also a lot of overlap that may cause

confusion.

3-12

LO 3

3-12

Define Job Satisfaction

3-13

LO 4

3-13

Define Job Satisfaction

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.

3-14

LO 4

3-14

Define Job Satisfaction

3-15

 How satisfied are people in their jobs?

 Over the last 30 years, employees in the

U.S. and most developed countries have

generally been satisfied with their jobs.

 With the recent economic downturn,

more workers are less satisfied.

 Satisfaction levels differ depending on

the facet involved.

 There are cultural differences in job

satisfaction.

LO 4

3-15

Define Job Satisfaction

3-16

LO 4

3-16

Define Job Satisfaction

3-17

LO 4

3-17

Summarize the Main

Causes of Job Satisfaction

What causes job satisfaction?

 Job conditions

The intrinsic nature of the work itself, social interactions, and supervision are important predictors of job satisfaction.

 Personality

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.

3-18

LO 5

Summarize the Main

Causes of Job Satisfaction

3-19

LO 5

3-19

Summarize the Main

Causes of Job Satisfaction

Corporate Social Responsibility (CSR)

 Corporate social responsibility (CSR):

self-regulated actions to benefit society or the environment beyond what is required by law.

Includes environmental sustainability initiatives, nonprofit work, and charitable giving.

Increasingly affects employee job satisfaction.

 CSR is particularly important for Millennials.

But, not everyone finds value in CSR.

3-20

LO 5

Outcomes of Job Satisfaction  Job Performance

Happy workers are more likely to be productive workers.

 OCB

People who are more satisfied with their jobs are more likely to engage in OCB.

 Customer Satisfaction

Satisfied employees increase customer satisfaction and loyalty.

 Life Satisfaction

Research shows that job satisfaction is positively correlated with life satisfaction.

3-21

LO 6

Four Employee Responses

to Dissatisfaction

3-22

LO 6

Four Employee Responses

to Dissatisfaction Counterproductive Work Behavior (CWB)

 Counterproductive work behavior: actions that actively damage the organization, including stealing, behaving aggressively toward coworkers, or being late or absent.

 Absenteeism: the more satisfied you are, the less likely you are to miss work.

 Turnover: a pattern of lowered job satisfaction is the best predictor of intent to leave.

Managers Often “Don’t Get It”

3-23

LO 6

Implications for Managers

Of the major job attitudes – job satisfaction, job

involvement, organizational commitment,

perceived organizational support (POS), and

employee engagement – remember that an

employee’s job satisfaction level is the best

single predictor of behavior.

Pay attention to your employees’ job

satisfaction levels as determinants of their

performance, turnover, absenteeism, and

withdrawal behaviors.

3-24

Implications for Managers

Measure employee job attitudes objectively and

at regular intervals in order to determine how

employees are reacting to their work.

To raise employee satisfaction, evaluate the fit

between the employee’s work interests and the

intrinsic parts of his/her job to create work that is

challenging and interesting to the individual.

Consider the fact that high pay alone is unlikely

to create a satisfying work environment.

3-25