CHAPTER 9

Employee
Attitudes and
Their
Karen S.Effects
by
Mundin
 Chapter Objectives
 The Nature of Attitudes and Job Satisfaction
 The Relationship between Performance and
Satisfaction
 Job Involvement and Organization
Commitment
 Some Positive and Negative Effects of
Employee
Attitudes
 Organizational Citizenship Behaviors
 Benefits of Studying Employee Attitudes
 Design and Use of Job Satisfaction Surveys
 The Nature of Attitudes

 Attitudes are the feelings and beliefs that largely

determine how employees will perceive their
environment , commit themselves to intended
actions and ultimately behave.
 Attitudes form a mental set that affects how we
view something else ,much as a window provides
a framework for our view into or out of a building

• Positive affectivity
• Negative affectivity
 Job Satisfaction
 Job satisfaction: is a set of favorable or
unfavorable feelings and emotions with which
employees view their work.Job satisfaction is an
affective attitude a feeling of relative like or
dislike toward something.

 Individual focus : Job satisfaction typically

refers to the attitudes of a single employee but
there’s an important thing like moral, it is for
all group satisfaction.

 Overall or Multidimensional: Job satisfaction

often focus on the various parts that are
believed to be important.
 Job Satisfaction
 Stability of Job Satisfaction: Attitides are
generally acquired over a long period of
time.Similarly job satisfaction or dissatisfaction
emerges as an employee gains more and more
information about the workplace.
• Job Satisfaction is dynamic
 Job Satisfaction
 Environmental Impact: Job satisfaction is a one
part of life satisfaction.The nature of a worker’s
environment off the job indirectly influences his
or her feelings on the job.Similarly , since a job is
an important part of a life for many workers job
satisfaction infuluence general life satisfaciton.

"Spillover Effect" Managers need to montitor not

only the job and immediate work environment but
also be aware of their employees' attitudes
toward other parts of life.
 Job Satisfaction

Figure 9.1 Related Elements of Life

Satisfaction
Familiy
Job
LIFE

Politics Leisure

Religion
 Job Involvement
 Job involvement is the degree to which
employees immerse themselves in their jobs,
invest time and energy in them, and view work
as a central part of their overall lives.
 Job involved employees are likely to be more
ethical than those who are not involved.
Decrease chances of having to be tardy or
absent. And enjoys participating In events.
 Organization Commitment

 Organizational commitment or employee

loyalty is the degree to which an
employee identifies with the organization
and wants to continue actively
participating in it.
3 Forms

Affective Normative Continuance

 Organizational STIMULITATING
Commitment
INHIBITING
FACTORS FACTORS
Excessive blaming Clarity of rules and policies
Insincere gratitude Trainings
Failure to follow through Respect and appreciation
Inconsistencies and for efforts
incongruities Employee participation and
Inflated egos and bullying autonomy
Opportunities to express
care for others
Employees feel valued
Provide support to
employees
 Work Moods
 Emotional states, unpredictable, unstable, varies
deoending on the employee
 Can be either positive or negative
 Happy employees are more efficient and have a
better performance than those who are
depressed.
 Effects of Employee Attitude

 Attitudes are reasonably good predictors of

behaviors. They provide clues to an employee’s
behavioral intentions or inclinations to act in a
certain way.Positive jobs attitudes help predict
constructive behaviors: negative job attitudes
help predict undesirable behaivors.

 Employee Performance: Satisfied workers

actually may be high , average , or even low
producers and they will tend to continue the
level of performance that previously brought
them satisfaction.
 Effects of Employee Attitudes
 Turnover: As might be expected higher job
satisfaction is associated with lower employee
turnover , which is the proportion of employees
leaving an organization during a given time
period.
The Performance Satisfaction –Effort Loop
Performance Rewards Perception of equilty Satisfaction or
Economic rewards Dissatisfaction
Sociological Fair
Psychological Unfair

Greater of lesser
reater or lesser effort Commitment
Turnover
Absenteeism
Tardiness
Theft
Violence
 Effects of Employee Attitudes
Relationship of job satisfaction to turnover and
absences
Turnover: Proportion of employees leaving an
organization during a time period.
Figure
Hig
h Turnover

Absences

Low
High
Turnover and Absences
 Effects of Employee Attitudes

 Absences and Tardiness Employees who have low

job satisfaction tend to be absent more often.The
connection is not always sharp , for couple of
reasons.

 Theft: Some employees steal products.Others

use company services without any
authorization.These kind of things are called
theft.

 Violence: One of the most extreme

consequences of employee dissatisfaciton is
exhibited through violence.This violence source
can be include customers or strangers
 Studying Job Satisfaction

 Management needs information on employee job

satisfaction in order to make sound decsions ,
both in preventing and solving employee
problems.

 Benefits of job Satisfaction Studies: If job

satisfaction studies are properly planned and
administered they will usually produce a number
of important benefits both general and specific.

 Monitoring Attitudes: One benifit of attitude

studies is that they give management an
indication of general levels of satisfaction in a
company.

 Additional Benefits: Surveys have many other

 Use of Existing Job
Satisfaction Information

Examples of job satisfaction-related information avaiable in organization

Medical records
Labor Turnover

Sources Exit interviews

Of
Waste and scrap repots
Information

Training records Quality records

 Survey Design and Followup

 General managers need to identify a purpose for

attitudes assessment,obtain top management add
union support and then develop the
measurement instrument.
Major steps in Identify reason for survey
a
Obtain management commitment
Systemyic
approach Develop survey instrument

To conducting Administer survey

survey
Tabulate results

Analyze results

Provide feedback to participants

Implement action plan

Monitoring results
 Survey Design and Followup

 Closed -End Questions: These present a

choice of answers in such a way that employees
simply select and mark anwsers and these
answers show their feelings.

 Opened –End Questions: Present a variety of

topics but let employees answer in their own
words.
 Critical Issues

 Reliability: Is the capacity of a survey

instrument to produce consistent result
,regardless of who administers it.

 Validity: In addition to reliability , studies of job

satisfaction need validity or capacity to meansure
what they claim to meansure.

 Social Desirability: The tendency of employees

to have social desirability bias that’s
importantance of challenge in their job.
 Using Survey Information

 Communicating the Results: The first step in

using job satisfaction information is to
communicate it to all managers so that they can
understand it and prepare to use it.

 Comparative Data: In larger organizations

comparisons among departments are an effective
wat to encourage managers to sit up and take
note of satisfaction data.
 Using Survey Information

 Employee Comments: Employee coments are

very useful and this information often makes a
greater impression on management that scores
statistics and charts do.

 Feedback to Employees: When corrective

action is taken as the result of a survey details of
what was learned and what was done should be
shared with employees as soons as possible.
 Changing Employee Attitudes

 Includeing attitude shifts is not always easy to

but potential gains can make it worth while to
try.If management desires to change employee
attitudes in a more favorable direction there are
many routes to pursue.

 Sometimes it’s advisable to get employee to

change their behavior first and let the desired
attitudes shift follow later.
Thank You For Listening