VALUES,

ATTITUDES
AND JOB
SATISFACTION
VALUES
Refers to the
IMPORTANCE
a person
attaches to
things or ideas
that serves as a
guide
to ACTION.
How people
learn
Values?
• Modelling
• Communicatio
n of attitudes
• Unstated but
implied
attitudes
• Religion
 TYPES OF VALUES

Classified in various ways :

1. Achievement- Value that pertains to getting things
done and working hard to accomplish goals

2. Helping and concerns for others- refers to the

person’s concern with other people and providing
assistance to those who need help;
 TYPES OF VALUES

3. Honesty- This is a value that indicates the person’s

concern for telling the truth and doing what he thinks is
right.

4. Fairness – This is a value that indicates the person’s

concern for impartiality and fairness for all concerned.
Individual versus Organizational Values
Organizational Organizational
Values Values

When congruent When incongruent

with with

THE INDIVIDUAL’S THE INDIVIDUAL’S

VALUES VALUES

equals equals

POSITIVE
CONFLICTS
FEELINGS
ESPOUSED VS ENACTED VALUES

◦ESPOUSED VALUES- are what members of the

organization say they value.

◦ENACTED VALUES- the actual behavior of the

individual members of the organization
INSTRUMENTAL AND TERMINAL
VALUES
◦Terminal Values- may represents the goals that a
person would like to achieve in his or her
lifetime.
◦Instrumental Values- refer to preferable modes
of behavior or means of achieving the terminal
values.
ATTITUDE
 Attitudes
◦ They are link with perception, learning, emotions, and
motivation.
◦ Attitudes also form a basis for job satisfaction in the
workplace.
◦ Attitudes are feelings and beliefs that largely determine
how employees will perceive their
environment, commit themselves to intended actions,
and ultimately behave.
 Main Component of Attitudes
1. Cognitive- refers to the opinion or belief
segment
2. Affective- refers to the emotional or feeling
segment
3. Behavioral- refers to the intention to behave in
a certain way toward something or
someone.
 How attitudes are formed ?
They are formed through LEARNING.
Two methods:
DIRECT EXPERIENCE- Information stored in the human
minds, and they are most accessible.
Ex. Unpleasant Experience
INDIRECT EXPERIENCE- these are result of social
interactions with family, peer group, religious
organizations, and culture.
 Employee Attitudes:
◦ Positive job attitudes- indicates job satisfaction and are
useful in predicting constructive behaviors like serving
customers beyond official working hours and
performing excellently in all aspect of their jobs.
◦ Negative job attitudes- are also useful in predicting
undesirable behavior. Negative job attitudes include
those concerning job dissatisfaction, lack of job
involvement and low commitment to the organization.
◦
JOB SATISFACTION
 Job Satisfaction

◦ Its the attitude people have about their job.

◦ It refers to the POSITIVE FEELING about one’s job
resulting from an evaluation of its characteristics.
◦ If its NEGATIVE FEELING, then it refers to as “job
dissatisfaction.”
 Benefits for when people
are satisfied with their jobs:
1. High Productivity
2. A strong tendency to achieve customer loyalty
3. Loyalty to the company
4. Low absenteeism and turnover
5. Less job stress and burnout
6. Better safety performance
7. Better life satisfaction
◦
 Factors Associated with
Job Satisfaction
1. SALARY- adequacy of salary and perceived equity compared with
others;
2. WORK ITSELF- The extent to which job tasks are considered
interesting and provide opportunities for learning and
accepting responsibility;
3. PROMOTION OPPORTUNITY- Chance for further advancement
4. QUALITY OF SUPERVISION- The technical competence and the
interpersonal skills of one’s immediate superior;
 Factors Associated with
Job Satisfaction
5. RELATIONSHIP WITH CO-WORKERS- the extent to which co
workers are friendly, competent and supportive;
6. WORKING CONDITIONS- the extent to which the physical work
environment is comfortable and supportive of productivity;
7. JOB SATISFACTION- the beliefs that one’s position is relatively
secure and continued employment with the
organizations reasonable expectation.
Ways of Measuring Job Satisfaction
The Single Global Rating Method
Respondents indicate answers
by putting check(/) before
any number from 1 to 5
1. HIGHLY SATISFIED
2. MODERATELY SATISFIED
3. INDIFFERENT
4. MODERATELY DISSATISFIED
5. HIGHLY DISSATISFIED
The Summation Score Method
% 1. WORK ITSELF
% 2. SALARY
% 3. PROMOTION OPPORTUNITIES
% 4. SUPERVISION
% 5. CO-WORKERS
 JOB INVOLVEMENT
•Is another employee attitude.
•Refers to the degree to which a person identifies
with the job, actively participate in it,
and considers performance important to self-
worth.
ORGANIZATIONAL COMMITMENT
◦ Is a third positive employee attitude
◦ Refers to the degree to which an employee identifies
with a particular organization and its goals and
wishes to maintain membership in the organization.
◦ Willingness to expend effort in accomplishing
organizational goals and intentions to continue working
in the organization.
ORGANIZATIONAL COMMITMENTS

AFFECTIVE CONTINUANCE NORMATIVE

COMMITMENT COMMITMENT COMMITMENT