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Defining attitude
• Evaluative statements or judgments
  concerning objects, people or events.
• The term attitude is used to describe people
  and explaining their behavior.
• Attitudes are the feelings and beliefs that
  largely determine how employees will
  perceive their environment, commit
  themselves to intended actions, and
  ultimately behave.
Tripartite Theory of Attitudes
• Three components to an attitude
  – Cognitive
  – Affective
  – Behavioral
• Attitudes can be based on any of the three
  components
• Attitudes can have effects on any of the
  three components
Tripartite Theory of Attitudes
              (continued)
Cognitive component-it is a value statement
“discrimination is wrong”.
Affective component- it is the emotion or the
feeling segment of an attitude and is reflected in the
statement “I don’t like him because he discriminates
against minorities”.
Behavioral component- refers to an intention to
behave in a certain way toward someone or
something.I might choose to avoid the person
because of that feeling.
Types of Attitudes
• Most of the research in OB is concerned
  with three attitudes-
  1. Job Satisfaction
  2. Job Involvement
  3. Organizational Commitment
Job Satisfaction
• It is defined as the extent to which a person
  is gratified or fulfilled by his or her work.

• Locke defines it as “ a pleasurable or
  positive emotional state resulting from the
  appraisal of one’s job or job experience.”
Job satisfaction(contd.)
• There are three important dimensions of job
  satisfaction:-
  1. Job satisfaction is an emotional response to a job
  situation.
  2. It is often determined by how well outcomes
  meet or exceed expectations.
  3. Job satisfaction represents several related
  attitudes.
Smith, Kendall and Hulin have suggested that
  there are five job dimensions that represents
  the most important charac. Of a job about
  which the people have affective responses:-
1.Work itself-The extent to which the job
  provides the indl. With interesting tasks,
  opportunities for learning, and the chance to
  accept responsibility.
2. Pay-The amount of financial remuneration
  that is received and the degree to which this is
  viewed as equitable in comparison to others in
  the org.
3. Promotion opportunities-The chances for
  advancements in the org.

4. Supervision- the abilities of the supervisor
  to provide technical assistance and
  behavioral support.

5. Coworkers- The degree to which the fellow
  workers are technically proficient and
  socially supportive.
Outcomes of job satisfaction
1. Productivity and satisfaction

2. Turnover and satisfaction

3. Absenteeism and satisfaction
Responses to job dissatisfaction
•    Exit- leaving the org
•    Voice- active and constructive attempts to
     improve the conditions
•    Loyalty-passively waiting for the
     conditions to improve
•    Neglect- allowing conditions to worsen
Responses to job dissatisfaction
                            Active



                   Exit               Voice


Destructive                                      Constructive


                  Neglect             Loyalty




                            Passive
Job Involvement
• The degree to which a person identifies
  with his or her job, actively participates in
  it, and considers his or her performance
  important to self-worth.
Organizational Commitment
• The degree to which an employee identifies
  with a particular org.and its goals and
  wishes to maintain membership in the org.
• It can be defined as (1)a strong desire to
  remaun a member of a particular org; (2) a
  willingness to exert high levels of efforts on
  behalf of the org; (3)a definite belief in, and
  acceptance of, the vaues and goals of the
  org.
Meyer and Allen proposed a three component
  model of org commitment
• Affective commitment-involves the
  employees emotional attachment to,
  identification with, and involvement in the
  org.
• Continuance commitment- involves
  commitment based on the costs that the
  employee associates with leaving the org.
• Normative commitment- involves the
  employee’s feelings of obligation to stay
  with the org.
Functions of attitudes
•    According to D.Katz attitudes serve four
     important functions:
2.   The adjustment function
3.   The ego-defensive function
4.   The value-expressive function
5.   The knowledge function
Cognitive Dissonance Theory
          (Leon Fastinger)
• It refers to the incompatibility that an
  individual may perceive between two or
  more of his attitudes, or between his
  behavior and attitudes.
• Emotional dissonance refers to the conflict
  between the emotions an individual
  experiences and the emotions he needs to
  express to conform to organizational norms.
• Fastinger suggested that individuals are
  uncomfortable with any form of
  inconsistency and try to reduce the
  dissonance and discomfort that results from
  such inconsistencies.

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Attitude1

  • 1. Defining attitude • Evaluative statements or judgments concerning objects, people or events. • The term attitude is used to describe people and explaining their behavior. • Attitudes are the feelings and beliefs that largely determine how employees will perceive their environment, commit themselves to intended actions, and ultimately behave.
  • 2. Tripartite Theory of Attitudes • Three components to an attitude – Cognitive – Affective – Behavioral • Attitudes can be based on any of the three components • Attitudes can have effects on any of the three components
  • 3. Tripartite Theory of Attitudes (continued) Cognitive component-it is a value statement “discrimination is wrong”. Affective component- it is the emotion or the feeling segment of an attitude and is reflected in the statement “I don’t like him because he discriminates against minorities”. Behavioral component- refers to an intention to behave in a certain way toward someone or something.I might choose to avoid the person because of that feeling.
  • 4. Types of Attitudes • Most of the research in OB is concerned with three attitudes- 1. Job Satisfaction 2. Job Involvement 3. Organizational Commitment
  • 5. Job Satisfaction • It is defined as the extent to which a person is gratified or fulfilled by his or her work. • Locke defines it as “ a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience.”
  • 6. Job satisfaction(contd.) • There are three important dimensions of job satisfaction:- 1. Job satisfaction is an emotional response to a job situation. 2. It is often determined by how well outcomes meet or exceed expectations. 3. Job satisfaction represents several related attitudes.
  • 7. Smith, Kendall and Hulin have suggested that there are five job dimensions that represents the most important charac. Of a job about which the people have affective responses:- 1.Work itself-The extent to which the job provides the indl. With interesting tasks, opportunities for learning, and the chance to accept responsibility. 2. Pay-The amount of financial remuneration that is received and the degree to which this is viewed as equitable in comparison to others in the org.
  • 8. 3. Promotion opportunities-The chances for advancements in the org. 4. Supervision- the abilities of the supervisor to provide technical assistance and behavioral support. 5. Coworkers- The degree to which the fellow workers are technically proficient and socially supportive.
  • 9. Outcomes of job satisfaction 1. Productivity and satisfaction 2. Turnover and satisfaction 3. Absenteeism and satisfaction
  • 10. Responses to job dissatisfaction • Exit- leaving the org • Voice- active and constructive attempts to improve the conditions • Loyalty-passively waiting for the conditions to improve • Neglect- allowing conditions to worsen
  • 11. Responses to job dissatisfaction Active Exit Voice Destructive Constructive Neglect Loyalty Passive
  • 12. Job Involvement • The degree to which a person identifies with his or her job, actively participates in it, and considers his or her performance important to self-worth.
  • 13. Organizational Commitment • The degree to which an employee identifies with a particular org.and its goals and wishes to maintain membership in the org. • It can be defined as (1)a strong desire to remaun a member of a particular org; (2) a willingness to exert high levels of efforts on behalf of the org; (3)a definite belief in, and acceptance of, the vaues and goals of the org.
  • 14. Meyer and Allen proposed a three component model of org commitment • Affective commitment-involves the employees emotional attachment to, identification with, and involvement in the org. • Continuance commitment- involves commitment based on the costs that the employee associates with leaving the org. • Normative commitment- involves the employee’s feelings of obligation to stay with the org.
  • 15. Functions of attitudes • According to D.Katz attitudes serve four important functions: 2. The adjustment function 3. The ego-defensive function 4. The value-expressive function 5. The knowledge function
  • 16. Cognitive Dissonance Theory (Leon Fastinger) • It refers to the incompatibility that an individual may perceive between two or more of his attitudes, or between his behavior and attitudes. • Emotional dissonance refers to the conflict between the emotions an individual experiences and the emotions he needs to express to conform to organizational norms.
  • 17. • Fastinger suggested that individuals are uncomfortable with any form of inconsistency and try to reduce the dissonance and discomfort that results from such inconsistencies.