Attitudes and Job Satisfaction Findy Suri Industrial and
Attitudes and Job Satisfaction Findy Suri Industrial and Organization Psychology
Attitudes Evaluative statements or judgments concerning objects, people, or events Three components of an attitude: Affective Cognitive The opinion or belief segment of an attitude The emotional or feeling segment of an attitude Behavioral Attitude An intention to behave in a certain way toward someone or something
Kesadaran, perasaan, dan perilaku sangat berkaitan Example • Cognitive = evaluation My supervisor gave a promotion to a coworker who deserved it less than me. My supervisor is unfair. • Affective = feeling I dislike my supervisor! • Behavioral = action I’m looking for other work; I’ve complained about my supervisor to anyone who would listen Negative attitude toward supervisor
Does Behavior Always Follow from Attitudes? – Leon Festinger – No, the reverse is sometimes true! – Cognitive Dissonance: Any incompatibility between two or more attitudes or between behavior and attitudes – Individuals seek to reduce this uncomfortable gap, or dissonance, to reach stability and consistency – Consistency is achieved by changing the attitudes, modifying the behaviors, or through rationalization – Desire to reduce dissonance depends on: – Importance of elements – Degree of individual influence – Rewards involved in dissonance
Measuring the A-B Relationship Recent research indicates that attitudes (A) significantly predict behaviors (B) when moderating variables are taken into account. A B Moderating Variables • Importance of the attitude • Specificity of the attitude • Accessibility of the attitude • Social pressures on the individual • Direct experience with the attitude
Predicting Behavior from Attitudes – Important attitudes have a strong relationship to behavior. – The closer the match between attitude and behavior, the stronger the relationship: – Specific attitudes predict specific behavior – General attitudes predict general behavior – The more frequently expressed an attitude, the better predictor it is. – High social pressures reduce the relationship and may cause dissonance. – Attitudes based on personal experience are stronger predictors. © 2009 Prentice-Hall Inc. All rights reserved.
Self-Perception Theory Attitudes are used after the fact to make sense out of an action that has already occurred. And, B A!
What are the Major Job Attitudes? – 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
Another Major Job Attitude – Organizational Commitment – Identifying with a particular organization and its goals, while wishing to maintain membership in the organization. – Has some relation to performance, especially for new employees. – Perceived Organizational Support (POS) – Degree to which employees believe the organization values their contribution and cares. about their wellbeing. – Higher when rewards are fair, employees are involved in decision making, and supervisors are seen as supportive. – High POS is related to higher OCBs and performance. – Employee Engagement – The degree of involvement with, satisfaction with, and enthusiasm for the job. – Engaged employees are passionate about their work and company 3 -9
Job Satisfaction • One of the primary job attitudes measured. – Broad term involving a complex individual summation of a number of discrete job elements. • How to measure? – Single global rating (one question/one answer) - Best – Summation score (many questions/one average) - OK
Measurement 1. Objective Survey 2. Descriptive Survey – Minnesota Satisfaction Questionnaire (MSQ). . – Job Description Index (JDI). – Needs Satisfaction Questionnaire (NSQ).
Causes of Job Satisfaction • Pay influences job satisfaction only to a point. – After about $40, 000 a year (in the U. S. ), there is no relationship between amount of pay and job satisfaction. – Money may bring happiness, but not necessarily job satisfaction. • Personality can influence job satisfaction. – Negative people are usually not satisfied with their jobs. – Those with positive core self-evaluation are more satisfied with their jobs.
The Effect of Job Satisfaction on Employee Performance – Satisfaction and Productivity – Satisfied workers are more productive AND more productive workers are more satisfied! – 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.
Job Satisfaction and OCB – Satisfaction and OCBs – 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. © 2007 Prentice Hall Inc. All rights reserved.
Job Satisfaction and Customer Satisfaction – Satisfied workers provide better customer service. – 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.
How Employees Can Express Dissatisfaction Behavior directed toward leaving the organization. Allowing conditions to worsen. Active and constructive attempts to improve conditions. Passively waiting for conditions to improve.
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