Scandura Essentials of Organizational Behavior 2016 SAGE Publications
Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications 1
CHAPTER 4: ATTITUDES AND JOB SATISFACTION
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 3
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 4
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 5
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 6
THREE COMPONENTS OF AN ATTITUDE Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications 7
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 8
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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 10
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 11
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 12
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 13
ACTIVITY - : 47 – 1: 55 Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications 14
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 15
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 16
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 17
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 18
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 19
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 20
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 21
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 http: //www. gallup. com/strategicconsulting/163007/state-american-workplace. aspx). Scandura, Essentials of Organizational Behavior. © 2016, SAGE Publications 22
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 23
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 24
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 25
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 26
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