Attitudes, Job Satisfaction, Personality & Values Madiha Khalid

Attitudes Evaluative statements or judgments concerning objects, people or events. (e.g. I like my job)

Components of Attitudes My pay is low I am angry that I am paid so little! I am going to look for a job that pays better

Cognitive Dissonance Any incompatibility between two or more attitudes or between behavior and attitude. In a state of dissonance, people may sometimes feel surprise, dread, guilt, anger, or embarrassment. To release the tension we can take one of three actions: – Change our behavior. – Justify our behavior by changing the conflicting cognition. – Justify our behavior by adding new cognitions.

Job Attitudes Job Satisfaction: A positive feeling about a job resulting from an evaluation of its characteristics. Job Involvement: The degree to which people identify psychologically to their job and consider perceived performance important to self worth.

Job Attitudes (cont…) Organizational Commitment: Identifies with an organization and its goals, and wishes to maintain membership in the organization. Affective commitment Emotional attachment to an org and a belief in its values (e.g. Edhi) Continuance commitment Perceived economic value of staying with an org versus leaving (e.g. long tenure employees) Normative commitment Obligation to remain with an org for moral or ethical reasons (e.g. Imran & PTI)

Job Attitudes (cont…) Perceived Organizational Support: The degree to which employees believe the organization values their contribution and cares about their well being. Employee Engagement & Job Engagement: Employee’s involvement with, satisfaction with and enthusiasm for the work he/she does.

Responses to Job Dissatisfaction Directing behavior towards leaving the organization Constructively attempting to improve conditions Waiting for things to improve & trusting the org to ‘do the right thing’ Allowing conditions to worsen

Job Satisfaction Job Performance Organization Citizenship Behavior Customer Satisfaction Absenteeism Turnover Workplace Deviance

Personality The sum total of ways in which an individual reacts to and interacts with others. How do organizations measure personality? -Self Report Surveys -Observer Ratings Surveys -Projective Measures (inkblot tests) Tests can help in screening, succession planning, career planning and team building.

What determines Personality? Heredity: Factors determined at conception, one’s biological, psychological and inherent psychological makeup. Personality Traits: Enduring characteristics that describe an individual’s behavior.

Myers-Briggs Type Indicator (MBTI) A personality Test that taps four characteristics and classifies people into 1 of 16 personality Types. -Extraverted VS Introverted (Outgoing, Social & Assertive VS Shy & Quiet) -Sensing VS Intuitive (Practical, Routine & order VS unconscious processes) -Thinking VS Feeling (Logic & reason VS personal values & emotions). -Judging VS Perceiving (Control, order and structured VS flexibility and spontaneous)

The Big 5 Personality Model A personality assessment model that taps 5 basic dimensions. -Extraversion (Sociable, gregarious & assertive) -Agreeableness (Good natured, cooperative & trusting) -Conscientiousness (Responsible, dependable & organized) -Emotional Stability (Calm, self confident, secure) -Openness to Experience (imagination, sensitivity & curiosity)

Other personality traits…. Core Self-evaluation: The degree to which an individual likes or dislikes him/her self, whether the person sees himself capable & effective and whether the person feels in control of his or her environment. Machiavellianism: Degree to which an individual is pragmatic, maintains emotional distance and believes end justifies means.

Other personality traits….(cont..) Narcissism: Tendency to be arrogant, have a grandiose sense of self importance, require excessive admiration, and have a sense of entitlement. Self Monitoring: Measures an individual’s ability to adjust his or her behavior to external situational factors. Risk Taking: Willingness to take risks.

Other personality traits….(cont..) Type A personality: Aggressive involvement in a chronic, incessant struggle to achieve more and more in less and less time and if necessary, against the opposing efforts of other things or other people. Proactive Personality: People who identify opportunities, show initiative, take action, and persevere until meaningful change occurs. High-Flyers: People with executive potential who may take future leadership roles.

Values Basic convictions that a specific mode of conduct or end state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence.

Values (cont…) Value System: A hierarchy based on a ranking of an individual’s values in terms of their intensity. Terminal Values: Desirable end states of existence; the goals a person would like to achieve during his or her lifetime. Instrumental Values: Preferable modes of behavior or means of achieving one’s terminal values.

Linking personality and values to the workplace Person-Job Fit: A theory that identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover. Person-Organization Fit: People are attracted to and selected by organizations that match their values and leave organizations that are not compatible with their personalities.

Hofstede’s Framework for Assessing Cultures Power Distance Individualism VS Collectivism Masculinity VS Femininity Uncertainty Avoidance Long term VS Short term orientation