Attitudes

Evaluative statements or judgments about objects,

people or events. Reflect how one feels about something ( less stable but affect job behaviour) Persistent tendency to feel and behave in a particular manner toward some object Tend to persist, may range from favourable to unfavourable and directed toward an object about which a person has feelings and belief.

Components of an attitude
Cognitive/ Informational: opinion or belief segment
Affective/ Emotional: emotional or feeling segment Behavioural: Intention to behave in a certain way

toward someone or something

Functions of Attitudes
The Adjustment Function
The Ego Defensive Function The Value-Expressive Function The Knowledge Function

Three job-related attitudes

Job satisfaction ( general attitude towards the job) Job Involvement ( the degree to which an individual

identifies with the job, actively participates in it and considers his/ her performance important to self-worth) Organizational commitment( the degree to which the individual identifies with the organization and its goals and wishes to maintain membership in the organization)

Attitudes and Consistency

Cognitive dissonance: any incompatibility between

two or more attitudes or between behaviour and attitudes People would try to reduce dissonance Desire to reduce dissonance is influenced by importance of elements, degree of influence, rewards involved

Moderating variables in attitude behaviour relationship

Importance
Specificity Accessibility

Social Pressure
Direct Experience

Self Perception Theory

Behaviour-Attitude relationship
Attitudes are used after the fact to make sense out of

an action that has already been occurred Attitudes are casual verbal statements, used to create plausible answers

Changing attitudes
Barriers to changing attitudes: Escalation of

commitment and insufficient information Providing new information Use of Fear Resolving Discrepancies Influence of friends or Peers The Co-opting approach

Measuring Job Satisfaction

A pleasurable or positive emotional state resulting from the appraisal of one's job experience Single global rating Summation score made up of a number of job facets: nature of work, supervision, present pay, promotion opportunities,relations with co-workers Its relationship with productivity, absenteeism and turnover

Expressing Dissatisfaction
Exit
Voice Loyalty Neglect

Three component model of Organizational Commitment

Affective commitment: emotional attachment to or

identification with and involvement with the organization Continuance commitment: associated with costs of leaving the organization Normative Commitment: Employees feeling of obligation to stay with the organization