Attitudes, and Job Satisfaction By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Lecture 3 Attitudes, and Job Satisfaction By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Attitudes Cognitive component The opinion or belief segment of an attitude. Attitudes Evaluative statements or judgments concerning objects, people, or events. Affective Component The emotional or feeling segment of an attitude. Behavioral Component An intention to behave in a certain way toward someone or something. By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Attitudes Attitudes Evaluative statements or judgments concerning objects, people, or events. Cognitive Component The opinion or belief segment of an attitude Evaluation Affective Component The emotional or feeling segment of an attitude Feeling Behavioral Component An intention to behave in a certain way toward someone or something Action By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

The Theory of Cognitive Dissonance By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com The Theory of Cognitive Dissonance Cognitive Dissonance Any incompatibility between two or more attitudes or between behavior and attitudes. Desire to reduce dissonance Importance of elements creating dissonance Degree of individual influence over elements Rewards involved in dissonance By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

Does Behavior Always Follow From Attitudes? By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Does Behavior Always Follow From Attitudes? By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Cognitive Dissonance Any incompatibility between two or more attitudes or between behavior and attitudes It is inconsistent attitude behavior relationship Inconsistency creates uncomfortable situation To deal with uncomfortable situation people seek consistency to reduce cognitive dissonance They can do that by moderating variables By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

Does Behavior Always Follow From Attitudes? By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Does Behavior Always Follow From Attitudes? By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Moderating Variables The most powerful moderators of the attitude-behavior relationship are: Attitude Predict Behavior Importance of the attitude Correspondence to behavior Accessibility Existence of social pressures Personal and direct experience of the attitude. By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

Major Job Attitudes Job Satisfaction By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Major Job Attitudes By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com 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 the job, competence, job meaningfulness, and autonomy Organizational Commitment Identifying with a particular organization and its goals, while wishing to maintain membership in the organization. Affective (emotional attachment to organization) - Continuance Commitment (economic value of staying) – Normative (moral or ethical obligations) Perceived Organizational Support (POS) Degree to which employees believe the organization values their contribution and cares about their well-being. Employee Engagement The degree of involvement with, satisfaction with, and enthusiasm for the job. By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

Are Job Attitudes Distinct? No, they are neither totally distinct nor totally same but these attitudes are highly related. Variables may be redundant (measuring the same thing under a different name) While there is some distinction, there is also a lot of overlap.

Measuring the A-B Relationship Recent research indicates that attitudes (A) significantly predict behaviors (B) when moderating variables are taken into account. Moderating Variables 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 Attitudes are used after the fact to make sense out of an action that has already occurred.

Types of Attitudes Job Satisfaction: A collection of positive and/or negative feelings that an individual holds toward his or her job. Job Involvement: Identifying with the job, actively participating in it, and considering performance important to self-worth. Organizational Commitment: Identifying with a particular organization and its goals, and wishing to maintain membership in the organization. Perceived Organizational Support (POS) Degree to which employees feel the organization cares about their well-being. Employee Engagement: An individual’s involvement with, satisfaction with, and enthusiasm for the organization.

Types of Attitudes - Lets check our knowledge Job Satisfaction: Job Involvement: Organizational Commitment: Perceived Organizational Support (POS): Employee Engagement:

Attitude Surveys Attitude Surveys By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Attitude Surveys Attitude Surveys Eliciting responses from employees through questionnaires about how they feel about their jobs, work groups, supervisors, and the organization. By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

How a Sample Attitude Survey may look like? By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com How a Sample Attitude Survey may look like? By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

Sample Attitude Survey

Attitudes and Workforce Diversity By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Attitudes and Workforce Diversity Attitude: Evaluative statements or judgments concerning objects, people, or events Workforce Diversity: Similarities and differences among employees in terms of age, gender, cultural background, physical abilities and disabilities, race and ethnic background. How are these two associated with each other in the context of attitude ? By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

Attitudes and Workforce Diversity By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Attitudes and Workforce Diversity Training activities that can reshape employee attitudes concerning diversity: Participating in diversity training that provides for self-evaluation and group discussions. Volunteer work in community and social serve centers with individuals of diverse backgrounds. Exploring print and visual media that recount and portray diversity issues. By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Job Satisfaction Job satisfaction or employee satisfaction has been defined in many different ways. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Now there are two important questions: How come we know that there exists job satisfaction or what level of job satisfaction does exist ? How to measure job satisfaction? By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

Job Satisfaction Measuring Job Satisfaction Single global rating Summation score How Satisfied Are People in Their Jobs? Job satisfaction declined to 50.4% in 2002 Decline attributed to: Pressures to increase productivity and meet tighter deadlines Less control over work

How to Measure Job Satisfaction? Are People Satisfied in their Jobs? By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Job Satisfaction By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com How to Measure Job Satisfaction? Single global rating (one question / one answer) Best Summation score (many questions / one average) OK Are People Satisfied in their Jobs? Results depend on how job satisfaction is measured Pay and promotion are the most problematic elements. By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

What Causes Job Satisfaction? By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Job Satisfaction What Causes Job Satisfaction? Pay influences job satisfaction only to a point Personality can influence job satisfaction Negative people People with positive core self evaluation (Bottom-line conclusions individuals have about their capabilities, competences, and worth as a person) By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

Employee Responses to Dissatisfaction By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Job Satisfaction By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Employee Responses to Dissatisfaction Active Exit Behavior directed toward leaving the organization Voice Active and constructive attempts to improve conditions Destructive Constructive Neglect Allowing conditions to worsen Loyalty Passively waiting for conditions to improve Passive By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

Outcomes of Job Satisfaction By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Job Satisfaction Outcomes of Job Satisfaction Job Performance Satisfied workers are more productive & more productive workers are more satisfied! Organizational Citizenship Behaviors Satisfaction influences OCB through perceptions of fairness Customer Satisfaction Satisfied frontline employees increase customer satisfaction and loyalty Absenteeism Satisfied employees are moderately less likely to miss work Turnover Satisfied employees are less likely to quit Workplace Deviance Dissatisfied workers are more likely to unionize, abuse substances, steal, be tardy, and withdraw By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

How Employees Can Express Dissatisfaction By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com How Employees Can Express Dissatisfaction Exit Behavior directed toward leaving the organization. Voice Active and constructive attempts to improve conditions. Loyalty Passively waiting for conditions to improve. Neglect Allowing conditions to worsen. By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

Responses to Job Dissatisfaction By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Responses to Job Dissatisfaction Activity: Write a short note on how employees respond to Source: C. Rusbult and D. Lowery, “When Bureaucrats Get the Blues,” Journal of Applied Social Psychology. 15, no. 1, 1985:83. Reprinted with permission. E X H I B I T 3–5 By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

OCB OCB has been studied since the late 1970s. By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com OCB OCB has been studied since the late 1970s. Over the past three decades, interest in these behaviors has increased substantially. Organizational behavior has been linked to overall organizational effectiveness, thus these types of employee behaviors have important consequences in the workplace. Organ (1988) defines OCB as “individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization” Definition of OCB includes three critical aspects that are central to this construct. First, OCBs are thought of as discretionary behaviors, which are not part of the job description, and are performed by the employee as a result of personal choice. Second, OCBs go above and beyond that which is an enforceable requirement of the job description. Finally, OCBs contribute positively to overall organizational effectiveness. Organizational citizenship behaviour By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

The Effect of Job Satisfaction on Employee Performance By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com The Effect of Job Satisfaction on Employee Performance Satisfaction and Productivity Satisfied workers aren’t necessarily more productive. 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. By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

Job Satisfaction and OCB By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Job Satisfaction and OCB Satisfaction and Organizational Citizenship Behavior (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. By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

Job Satisfaction and Customer Satisfaction By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Job Satisfaction and Customer Satisfaction 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. Dissatisfied customers increase employee job dissatisfaction. By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com

By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com Lets Recap ! Get the students add by writing points in 1-3 words what they have understood ….. With first 3 positions …. By checking out who has given the best answers… By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com