1. Stephen P. Robbins & Timothy A. Judge
Essentials of
Organizational Behavior, 10/e
Stephen P. Robbins & Timothy A. Judge
Chapter 4
Job Attitudes

2. KEY WORDS/CONCEPTS Attitude Cognition Dissonance and Disharmony
Variables
Job Attitudes – What are they?
Job Satisfaction
Job Involvement (Empowerment)
Organizational Commitment

3. KEY WORDS/CONCEPTS Job Attitudes (continued) Organizational Support
Employee Engagement
The Consequences of job dissatisfaction: Exit, Voice, Neglect, Loyalty – what do these words mean?
Organizational Citizenship Behavior (OCB)
Absenteeism
Turnover

4. After studying this chapter, you should be able to:
Contrast the three parts of an attitude.
Summarize the relationship between attitudes and behavior.
Compare and contrast the major job attitudes.
Define job satisfaction and show how it can be measured.
Summarize the main causes of job satisfaction and identify four employee responses to dissatisfaction.
Show whether job satisfaction is a relevant concept in countries other than the United States.

5. Attitudes p. 47 Evaluative 评价 (Píngjià)
statements – either favorable or unfavorable (good or bad) – about objects, people or events
Attitudes reflect how one feels about something
Attitudes ARE complex 复杂 (Fùzá)

6. Three Main Parts of Attitudes p. 48
Cognition 认知 (Rèn zhī) – process of getting knowledge and understanding through thinking and using the senses and experience. Belief in way things are “I just found out I am paid 20% less than my coworkers.” Affect – the emotional or feeling associated with that knowledge or understanding “I feel angry that I am not being treated fairly.” Behavior – the intention to behave in a certain way “I am going to quit this job soon as I can, and I am taking the red stapler with me!”

7. Three Main Parts of Attitudes p. 48
Attitudes are made up of three components. The cognitive component is composed of the belief in the way things are. The affective component is the more critical part of the attitude as it is calls upon the emotions or feelings. The behavioral component describes the intention to behave in a certain way toward someone or something. These three components work together to aid in our understanding of the complexity of an attitude.

8. Attitudes Follow Behavior: Cognitive Dissonance 不和谐 (Bù héxié) p
Any inconsistency 不一致 (Bùyīzhì) between two or more attitudes, or between behavior & attitudes
Individuals seek harmony, oneness between attitudes and behavior
The desire to reduce dissonance is determined by:
What causes the disharmony, dissonance 不和谐 in a person?
What influence does the person have the over situation?
What are the rewards that might reduce dissonance? Example of car in the book

9. Behavior Follows Attitudes: p. 50 Moderating Variables 变量 (Biànliàng)
The most powerful variables of the attitude-behavior relationships are:
How important is attitude?
How does attitude relate to
behavior?
Are there any Social pressures?
Direct personal experience with the attitude?
Knowing attitudes helps predict behavior

10. Major Job Attitudes p. 51, 52
Job Satisfaction – positive feeling about your job
Job Involvement - Empowerment 授权 (Shòuquán). Responsibility has been delegated or given to you.
Organizational Commitment -
Could be strong or weak but is having a sense of loyalty to the organization (continued next slide)

11. Major Job Attitudes p
Organizational Commitment (cont) – loyalty
You have an affective (emotional) commitment
You have a continuance commitment – the pay is good!
You have a normative commitment – You feel that you should stay!
Organizational Support (POS) – Does the organization value me?
Employee Engagement – Are employees liking the work?

12. Measuring Job Satisfaction p. 54
Single Global Rating Method
Only a few general questions like a survey, such as: “How satisfied are you with your job?
Very accurate

13. Measuring Job Satisfaction p.54, 55
Summation Score Method
Identifies key elements in the job and asks for specific feeling about them.
Questions like:
Do you like your work?
Do you like your supervisor?
How about the pay?
How about opportunities for a promotion?

14. Measuring Job Satisfaction
Average Job Satisfaction by Facets
Single global rating method
Only a few general questions
Remarkably accurate
Summation score method
Identifies key elements in the job and asks for specific feeling about them
Discussing job satisfaction is intuitively a good thing in an organization as it is a concept people understand, and it is important to recognize because of its bottom line impact. However, job satisfaction is something that is not easy to measure.
One method for measure is the Single Global Rating method. This method asks one question such as “How satisfied are you with your job?” and gives options such as extremely satisfied to extremely dissatisfied. It does not go into the many facets of a job, so it does not help the organization break down where the problems are.
The Summation Score Method is more sophisticated in that it asks about the various job components and breaks down how employees are specifically feeling about the different aspects of the job, thus it offers a more comprehensive look at job satisfaction.

15. What Causes Job Satisfaction? P. 55, 56
The Work Itself – the strongest link or connection to overall satisfaction
Pay – not correlated after individual reaches a level of comfortable living
Advancement
Supervision
Coworkers

16. The Consequences 后果 (Hòuguǒ) of Dissatisfaction p. 56, 57
Destructive to Constructive
Passive to Active
Exit
Voice
Neglect
Loyalty

17. The Benefits of Satisfaction p. 57
Better job and organizational performance
Better organizational citizenship 国籍 (Guójí) behaviors (OCB) - behaviors that contribute to organizational effectiveness, but are not part of employees’ formal job description)
Greater levels of customer satisfaction
Lower absenteeism and turnover
Decreased instances of workplace problems

18. Global Implications Is job satisfaction a U.S. concept?
Cross-cultural differences do exist but job satisfaction seems to be a global concern
Are employees in Western cultures more satisfied with their jobs?
Yes, but that may be due to the greater value Westerners put on positive emotions and happiness
Job satisfaction is not solely a U.S. concept, but much of the research has been done in the U.S. so more research is needed to effectively expand these theories to other cultures. Workers in western cultures do tend to be more satisfied in their jobs, but this could be due to the fact that western cultures put greater emphasis on emotions and individual happiness than other cultures do.

19. Implications for Managers
Employee attitudes give warnings of potential problems and influence behavior
Satisfied and committed employees exhibit behaviors that increase organizational outcomes
Managers must measure job attitudes in order to improve them
Most important elements a manager can focus on are the important parts of the job: making the work challenging and interesting
High pay is not enough to create satisfaction

20. Keep in Mind…
Individuals have many kinds of attitudes about their job.
Job satisfaction is related to organizational effectiveness and performance.
Most employees are satisfied with their jobs, but when they are not, a host of actions in response to the satisfaction might be expected.

21. Summary Contrasted the three components of an attitude.
a. Cognition – thinking, belief, experience
b. Affect – how it changes you to then:
c. Behavior – Action
2. Summarize the relationship between attitudes and behavior.
Attitudes greatly affect behavior because they give warnings of potential problems and influence behavior.
Compared and contrasted the major job attitudes
Slide 7

22. Summary
4. Defined job satisfaction as primarily THE JOB ITSELF and showed how it can be measured by surveys, questionaires, ratings and scores.
5. Identified four employee responses to dissatisfaction: Exit, Neglect, Voice, Loyalty
6. Showed that job satisfaction is a relevant concept in countries other than the United States.

23. Group Activity–Attitude Quote Discussion
Group Activity–Attitude Quote Discussion. First write what you think about the quote, then discuss in your group. A new person will present to the class
“Life is 10% what happens to me and 90% how I react to it!” Charles Swindoll GROUP 1
“You cannot control what happens to you, but you can control your attitude to what happens to you.” Brian Tracy GROUP 2
“For success, attitude is equally as important as ability. “ Harry F Banks GROUP 3

24. Group Activity–Attitude Quote Discussion
Group Activity–Attitude Quote Discussion. First write what you think about the quote, then discuss in your group. A new person will present to the class
4. “Your living is determined not so much by what life brings to you as by the attitude you bring to life.” Kahlil Gibran GROUP 4
5. “Attitude is more important than the past, than education, than money, than circumstances, than what people do or say. It is more important than appearance, giftedness, or skill.” W.C. Fields
GROUP 5

25. “Life is 10% what happens to me and 90% how I react to it
“Life is 10% what happens to me and 90% how I react to it!” Charles Swindoll
2. “You cannot control what happens to you, but you can control your attitude to what happens to you.” Brian Tracy
“For success, attitude is equally as important as ability. Harry F Banks
4. “Your living is determined not so much by what life brings to you as by the attitude you bring to life.” Kahlil Gibran
5. “Attitude is more important than the past, than education, than money, than circumstances, than what people do or say. It is more important than appearance, giftedness, or skill.” W.C. Fields

26. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.