Ch 6 Workrelated Attitudes Part 2 Feb 24

Ch 6: Work-related Attitudes Part 2: Feb. 24, 2009

Job Sat & Performance • Mean correlation =. 17 (weak, but pos) • Why such a weak relationship? • 2 main explanations: – 1) – 2)

Org Commitment • Attitudes toward an organization (involvement and willingness to stay) – Continuance – – Affective – – Normative – • Link to turnover and org citizenship behaviors (prosocial)

Gripe Sites/Ranting • Books & blogs on job dissatisfaction – What info gets described/posted? – Who writes these books or posts? – Any useful info?

Prejudice & Discrimination • Prejudice – negative attitude about someone based on their group membership • Discrimination – how is it distinguished from prejudice? – Group conflict results from prejudice – Adverse effects on career progress & psych well-being

Types of Discrimination • • Ageism – Physical condition – Race/National Origin – All of these categories are ‘protected classes’ – Along with sex, ethnicity, and religion

Discrimination (cont. . ) • Sexual Orientation – not protected; concealing this leads to stress. • Women & the Glass Ceiling – 3% CEOs women – Influence of sex-role stereotypes? – Eagley’s research – links betw gender roles and stereotypes

Ragins et al (1993) study • Study of female execs and CEOs at Fortune 1000 orgs. – Women’s career advancement strategies – CEOs perceptions of women’s barriers • Women’s strategies: – 1) – 2) – 3) – 4)

Ragins et al (cont. ) • CEO’s views: – 1) – 2) – 3) • Influence of FAE? • Suggested Interventions?

Tokenism research • Kanter’s (1977) study of ‘tokens’ in large companies • 3 perceptual tendencies when small number of minorities: – Tokens receive more attention – Contrast betw token & majority – what is result? – Assimilation of tokens – when?

Relational Demography • Relationship between individual’s demographics & group’s demographics – Tsui’s research – perceived similarity may affect individual’s work attitudes & behaviors – What did she find regarding increasing diversity in work groups?

Diversity Training • Awareness-based programs – recognize our underlying assumptions about culture. – Triandis’ cultural assimilator: • provide info about values, history, assumptions of cultures to U. S. managers – How effective is this? • Skill-based programs – what is focused on? • (combine w/awareness trng).