OB For business studay Job satisfaction is the degree to which individuals like their jobs. Some people enjoy work and find it to be a central part of life. Others hate to work and do so only because they must. This job attitude has been the subject of extensive research in the domain of industrial-organisational psychology and organisational behaviour. A thorough account of the meaning, causes and consequences of this important employee attitude will be presented in this unit. First, the nature of job satisfaction will be discussed highlighting its historical antecedents, meaning and dimensions. Second, some major assessment techniques will be discussed. Third, an account of the antecedents or predictors of job satisfaction will be put forth. Finally, the outcomes of job satisfaction will be examined. Structure 1.0 Introduction 1.1 Objectives 1.2 Nature of Job Satisfaction 1.2.1 History of Job Satisfaction 1.2.2 Meaning of Job Satisfaction 1.2.3 Global and Facet Satisfaction 1.2.4 Intrinsic and Extrinsic Satisfaction 1.3 Measurement of Job Satisfaction 1.4 Antecedents of Job Satisfaction 1.4.1 Personal Characteristics 1.4.2 Work Situation Characteristics 1.5 Outcomes of Job Satisfaction 1.5.1 Job Performance 1.5.2 Withdrawal Behaviours 1.5.3 Workplace Deviance 1.5.4 Safety Performance 1.5.5 Customer Satisfaction 1.5.6 Life Satisfaction 1.6 Let Us Sum Up 1.7 Unit End Questions 1.8 Glossary 1.9 Suggested Readings and References

1. Attitudes and
Job satisfaction

2. Learning Objectives
 Contrast the three components 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.
 Identify four employee responses to dissatisfaction.

3. Attitudes
 are evaluative statements—either favorable or
unfavorable about objects, people, or events.
 There are three component of an attitudes :

4. Components of an
attitude
Attitudes are made up of three components.
 The cognitive component is made up 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.

5. What Are the Main
Components of
Attitudes?
 The statement “My pay is low” is the cognitive component
of an attitude— a description of or belief in the way things
are.
 It sets the stage for the more critical part of an attitude—its
affective component . Affect is the emotional or feeling
segment of an attitude and is reflected in the statement “I am
angry over how little I’m paid.”
 Finally, affect can lead to behavioral outcomes. The
behavioral component of an attitude describes an intention to
behave in a certain way toward someone or something—to
continue the example, “I’m going to look for another job
that pays better.”

6. Does Behavior Always
Follow from Attitudes?
 Early research on attitudes assumed they were causally
related to behavior— that is, the attitudes people hold
determine what they do. Common sense, too, suggests a
relationship.
 Individuals seek to reduce this uncomfortable gap, or
dissonance, to reach stability and consistency.
 Consistency is achieved by changing the attitudes, modifying
the behaviors, or through rationalization.

7. Predicting
Behavior from
Attitudes
 Important attitudes have a strong relationship
to behavior.
 The closer the match between attitude and behavior, the
stronger the relationship:
• Specific attitudes predict specific behavior
• General attitudes predict general behavior
 The more frequently expressed an attitude, the better
predictor it is.
 High social pressures reduce the relationship and may cause
dissonance.
 Attitudes based on personal experience are stronger
predictors

8. What are the Major
Job Attitudes?
 The field of Organizational Behavior focuses on how
attitudes will influence the workplace.
 We each have thousands of attitudes, but OB focuses our
attention on a very limited number of work related attitudes.
 These tap positive or negative evaluations that employees hold
about aspects of their work environment.
 Most of the research in OB has looked at three attitudes: job
satisfaction, job involvement, and organizational
commitment.