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

Chapter 4: Attitudes and Job Satisfaction

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%) Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications

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

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

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

Three Components of an Attitude Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications

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

https://www.youtube.com/watch?v=bp39qSdyTc4&feature=youtu.be Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications

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

Job Satisfaction “[A] pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience.” (Locke, 1976, p. 1300) Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications

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

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

Activity - :47 – 1:55 Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications

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

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

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

Three Types of Commitment Affective commitment (emotional attachment) Continuance commitment (cost of leaving) Normative commitment (moral obligation to stay) Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications

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 (+) Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications

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

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

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

Perceived Organizational Support Employees perception of whether or not the organization values their contributions and cares about their well-being Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications

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

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

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