Chapter 4 Slide 1

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Chapter 4 Slide 2
 Chapter 4 Slide 3

CHAPTER 4

VALUES, ATTITUDES, AND

JOB SATISFACTION
 Chapter 4 Slide 4

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 Chapter 4 Slide 5

Objectives
1. Define what values are
2. Describe the following
a. How People Learn Values
b. Types of Values
c. Individual versus Organizational Values
d. Espoused versus Enacted Values
e. Instrumental and Terminal Values
3. Define what attitudes are
a. Describe the Main Components of Attitudes
b. Differences in Personal Disposition
c. How Attitudes Are Formed
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Chapter 4 Slide 6
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 Chapter 4 Slide 7

d. Most Important Attitudes in the Workplace

e. Effects of Employee Attitudes
f. Making Positive Attitudes Work for the
Organization
5. Define what job satisfaction is
a. Factors Associated with Job Satisfaction
b. Ways of Measuring Job Satisfaction
6. Define job involvement

7. Discuss organizational commitment

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Chapter 4 Slide 8
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 Chapter 4 Slide 9

Figure 4.1 Values, Attitudes, and Job Satisfaction

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Chapter 4 Slide 10
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 Chapter 4 Slide 11

VALUES
• the importance a person attaches to things or ideas
that serves as guide to action

• enduring beliefs that one's mode of conduct is better

than the opposite mode of conduct

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Chapter 4 Slide 12
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 Chapter 4 Slide 13

How people Learn Values

Modeling Communication Unstated but Religion
of attitudes implied attitudes
• Parents, teachers, friends, and other people oftentimes become models to
persons who would later exhibit good

behavior Values are

workplace. also learned
through
religion.
 Chapter 4 Slide 14
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 Chapter 4 Slide 15

Organizations
have values that
may or may not
be compatible
with the values
of the individual
workers. There is
value
incongruence.

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Chapter 4 Slide 16
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 Chapter 4 Slide 17

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Store, Inc. All Rights Reserved. No part of this Learning Device may be
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Chapter 4 Slide 18
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 Chapter 4 Slide 19

Instrumental and Terminal Values

Terminal values represent the goals that a person
would like to achieve in his or her lifetime
Examples of terminal values are happiness, love,
pleasure, self-respect, and freedom.

Instrumental values
• refer to preferable modes of behavior or means of
achieving the terminal values
Examples of instrumental values are ambition,
honesty, self-sufficiency, and courageousness.

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Chapter 4 Slide 20
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 Chapter 4 Slide 21

ATTITUDES
reflect how one feels about something

feelings and beliefs that largely determine how

employees will perceive their environment,
commit themselves to intended actions, and
ultimately behave

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Chapter 4 Slide 22
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 Chapter 4 Slide 23

Components of Attitudes

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Chapter 4 Slide 24
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 Chapter 4 Slide 25

for a fer
 Chapter 4 Slide 26
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 Chapter 4 Slide 27

Differences in Personal
Disposition
•People differ in their personal disposition—
either positively affective attitudes or negatively
affective attitudes.

•Positive affectivity refers to personal characteristic

of employees that inclines them to be predisposed to
be satisfied at work.

•Negative affectivity is a personal characteristic of

employees that inclines them to be predisposed to
be issatisfied at work.
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Chapter 4 Slide 28
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 Chapter 4 Slide 29

How Attitudes are Formed

Attitudes are formed through learning.

The two methods that mostly influence attitude

formation are direct experience and indirect means
of social learning.

Direct experiences are those information stored in

the human mind.

Attitudes formed in indirect way are the result of

social interactions with the family, peer groups,
religious organizations, and culture.
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Chapter 4 Slide 30
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 Chapter 4 Slide 31

Most Important Attitudes in the

Workplace

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Chapter 4 Slide 32
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 Chapter 4 Slide 33

Effects of Employee Attitudes

• indicate job satisfaction and are useful in predicting constructive
behaviors

• include those concerning job dissatisfaction, lack of job

involvement, low commitment to the organization
• Tendency to engage in any or all of the following:
psychological withdrawal like daydreaming on the
job; physical withdrawal like unauthorized absences,
early departures, extended breaks, or work
slowdowns; and aggression, like verbal abuse or
dangerous actions against another employee.

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Chapter 4 Slide 34
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Chapter 4 Slide 35
 Chapter 4 Slide 36
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 Chapter 4 Slide 37

Making Positive Attitudes Work for

the Organization
Recruitment officers must require positive work
attitudes before employment offers are made.

• those who are already employed by the organization

but whose attitudes are negative must be made to
participate in programs designed to change negative
work

make the reward system closely tied to individual or

team performance
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Chapter 4 Slide 38
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 Chapter 4 Slide 39

BENEFITS OF JOB
SATISFACTION

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Chapter 4 Slide 40
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 Chapter 4 Slide 41

Factors Associated with Job Satisfaction

 Chapter 4 Slide 42
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b.
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 Chapter 4 Slide 43

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Chapter 4 Slide 44
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 Chapter 4 Slide 45

CATEGORIES OF ORGANIZATIONA
COMMITMENT

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Chapter 4 Slide 46
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