The document discusses several aspects of job attitudes including job satisfaction, job involvement, organizational commitment, perceived organizational support, job engagement, and generational differences in job attitudes. It defines these concepts and notes factors that influence them, such as environmental factors, recognition, individual characteristics, psychological well-being, opportunities for development, and fairness. Maintaining positive job attitudes is important for organizations given their impact on outcomes like turnover. The document stresses catering to generational preferences like interesting work and a good work-life balance to satisfy younger employees.

1. 11/23/2016 1
Vinayak krishnan R & Tinu thomas , BIMS <
Changanassery

2. 11/23/2016 2
Vinayak krishnan R & Tinu thomas , BIMS <
Changanassery

3. 11/23/2016 3
Vinayak krishnan R & Tinu thomas , BIMS <
Changanassery

4. • A job attitude is a set of evaluations of one's job that constitute
one's feelings toward, beliefs about, and attachment to one's job.
• The job attitude can conceptualized in two ways
(a)Affective job satisfaction
(b)Cognitive assements of job facts
• Job attitude includes both cognition(beliefs) and affect (feelings).
• Job attitude composition in employees vary along many dimension
such as
(a) Target
(b) Specificity
(c) Nature
11/23/2016 4
Vinayak krishnan R & Tinu thomas , BIMS <
Changanassery

5. • Job satisfaction is a very personal aspect of work as satisfaction, in
many ways, reflects how the person views not only how they do
their job but also how the company views how they do their job and
who they are as a person.
• Job satisfaction increases when you like the job and work with when
whom you like
• Classified into four categories:
(a)Environmental factors
(b)Strategic employee recognition factors
(c )individual factors
(d)Psychological wellbeing factors
11/23/2016 5
Vinayak krishnan R & Tinu thomas , BIMS <
Changanassery

6. • Degree to which people identify psychologically with their job.
• This aspect of attitudes relates to how engaged a person is with
doing their job and the level of enthusiasm they have for doing it.
• Its also about influencing work environment and empowering
employee in decision making.
• high job involvement result in :
 affective commitment to the organization,
 extra role performance
 task identity
 task significance
 autonomy.
11/23/2016 6
Vinayak krishnan R & Tinu thomas , BIMS <
Changanassery

7. • Its the psychological strength of the organizational employees in
their work
• Organizational commitment has three components:
(a)Affective commitment
(b)Continuance commitment
(c)Normative commitment
• Factors affecting Organizational commitment:
(a)External factors
(b)Personal factors
( c) political factors
(d)Internal factors
11/23/2016 7
Vinayak krishnan R & Tinu thomas , BIMS <
Changanassery

8. • Its the degree to which employees believe the organisation values
their contribution and cares about their well being.
• Impact of POS is citizenship behaviour and reduction in turnover
rate.
• POS can make employees increase citizenship behaviour , better
customer service, lower rate of tardiness.
• POS emerges where:
(a)opportunity for skill development and learning is present.
(b)Perception of fairness in organizational decision making.
e.g. performance appraisal
11/23/2016 8
Vinayak krishnan R & Tinu thomas , BIMS <
Changanassery

9. • It shows the relationship between an organization and its employees.
• It can be defined in two dimensions
(a)Personal engagement
(b)Personal disengagement
• Highly engaged employees are passionate about their work
• disengaged ones only spend time but not energy and attention in
their work.
• Three psychological condition associated with Job Engagement are:
(a)Meaningfulness
(b)Safety
(c)Availability
11/23/2016 9
Vinayak krishnan R & Tinu thomas , BIMS <
Changanassery

10. • Priority for this generation is for “doing work that they love rather
than earning lots of money “
• Job satisfaction matter the most for this generation.
• They consider “work” as something to do not somewhere to go.
• Traits of GEN Y:
(a)Tech savvy
(b)Family centric
(c)Oreinted
(d)Team oriented
(e)Attention craving
11/23/2016 10
Vinayak krishnan R & Tinu thomas , BIMS <
Changanassery

11. • Flexible hours
• Personal recognition
• Interesting work
• Autonomy
• Team building
• Acquire knowledge and
expertise
• Work life balance
• Motivation
• Task significance
• Creativity
• To be challenged
constantly
• Skill variety
11/23/2016 11
Vinayak krishnan R & Tinu thomas , BIMS <
Changanassery

12. 11/23/2016 12
Vinayak krishnan R & Tinu thomas , BIMS <
Changanassery

13. • Organization must give importance to job
attitudes in the vuca world
• Satisfied employees have lower turnover
rates and absenteeism
• Make the work challenging and interesting
for the Gen Y
11/23/2016 13
Vinayak krishnan R & Tinu thomas , BIMS <
Changanassery

14. 11/23/2016 14
Vinayak krishnan R & Tinu thomas , BIMS <
Changanassery