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

2. Chapter 4: Attitudes and Job Satisfaction

3. 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

4. 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

5. 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

6. 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

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

8. 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

9.
Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications

10. 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

11. 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

12. 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

13. 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

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

15. 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

16. 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

17. 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

18. 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

19. 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

20. 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

21. 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

22. 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
Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications

23. 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

24. 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

25. 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

26. 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