Values, Attitudes, Job Satisfaction, and Counterproductive Work Behaviors Chapter Six

Learning Objectives LO.1 Explain Schwartz’s value theory, and describe three types of value conflict. LO.2 Describe the values model of work–family conflict, and specify at least three practical lessons from work–family conflict research. LO.3 Identify the three components of attitudes and discuss cognitive dissonance. LO.4 Explain how attitudes affect behavior in terms of Ajzen’s theory of planned behavior. LO.5 Describe the model of organizational commitment.

Learning Objectives (cont.) LO.6 Define the work attitudes of employee engagement and job satisfaction. LO.7 Identify and briefly describe five alternative causes of job satisfaction. LO.8 Identify eight important correlates/consequences of job satisfaction, and summarize how each one relates to job satisfaction. LO.9 Identify the causes of counterproductive work behaviors and the measures used to prevent them.

Definition of Values and Motives in Schwartz’s Theory

A Values Model of Work–Family Conflict

The Nature of Attitudes Affective component the feelings or emotions one has about an object or situation Cognitive component the evaluation or belief one has about an object or situation Behavioral component how one intends to act or behave toward someone or something

When Attitudes and Reality Collide: Cognitive Dissonance psychological discomfort a person experiences when his or her attitudes or beliefs are incompatible with his or her behavior

Cognitive Dissonance How people reduce dissonance Change your attitude or behavior, or both Belittle the importance of the inconsistent behavior Find consonant elements that outweigh the dissonant ones

Determinants of Intention Attitude toward the behavior the degree to which a person has a favorable or unfavorable evaluation or appraisal of the behavior in question. Subjective norm refers to the perceived social pressure to perform or not to perform the behavior

Ajzen’s Theory of Planned Behavior

Organizational Commitment reflects the extent to which an individual identifies with an organization and is committed to its goals.

A Model of Organizational Commitment

Causes of Job Satisfaction Need fulfillment extent to which the characteristics of a job allow an individual to fulfill his or her needs Discrepancies satisfaction is a result of met expectations Value attainment Extent to which a job allows fulfillment of one’s work values

Correlates of Job Satisfaction

Counterproductive Work Behavior represent types of behavior that harm employees, the organization as a whole, or organizational stakeholders such as customers and shareholders.