Professional Documents
Culture Documents
and
WORK RELATED ATTITUDE
Presented by
Rational Goal
ATTITUDE
Attitude is disposition, demeanour; it is a manner of
doing things.
It is the spirit that underlies our behaviour.
It is the bearing and feeling that we put with our
actions and the temperament that defines who we are
and what we do.
While a good attitude connotes a caring, positive and
upbeat approach, a bad attitude is sullied by
uncaring, rude and negative behaviour.
WORK RELATED ATTITUDE
The employee may possess different attitudes on a
wide variety of subjects, it is only work related
attitude that are important when it comes to studying
organizational behaviour.
The main factors of work-related attitudes are:
Job satisfaction
Organizational commitment
Job involvement
EMPLOYEES WORK RELATED
ATTITUDE - Factors
Job Satisfaction
Employees
Organizational
work related
attitude Commitment
Job Involvement
ORGANIZATIONAL CLIMATE Vs.
EMPLOYEES WORK RELATED
ATTITUDE
Human
Relations JOB
SATISFACTION
Internal
Process EMPLOYEES
WORK ORGANIZATIONAL
ORGANIZATIONAL
RELATED COMMITMENT
CLIMATE
ATTITUDE
Open Systems
JOB
INVOLVEMENT
Rational Goal
JOB SATISFACTION
Job satisfaction can be described as ones feelings or state of
mind regarding the nature of the work.
Oshagbemi (2000), Organizations that have goals to achieve
require satisfied and happy staff. Job satisfaction is the degree
to which employees enjoy their work Job satisfaction is an
integral component of Organizational Climate and an
important element in management employee relationship
Job satisfaction can be influenced by a variety of factors such as
Interpersonal relationship and supervisory support
the quality of the physical environment in which they work and
the degree of fulfilment in their work (Lambert, Pasupuleti, Cluse-
Tolar and Jennings, 2008).
JOB SATISFACTION
Personal Satisfaction
Working conditions
Job Satisfaction
Professional support
Pay and
Prospects
ORGANIZATIONAL COMMITMENT
Commitment reflects employees sense of pride in
belonging to the organization and their degree of
commitment to the organizations goals.
Meyer and Allen (1991) conceive of organizational
commitment as reflecting three core themes, namely
affective,
continuance and
normative commitment.
Commitment can be seen as an affective point of
reference towards the organization (affective commitment),
acknowledgement of the consequences of leaving the
organization (continuance commitment), and
an ethical responsibility to stay with the organizations
(normative commitment) (Meyer & Allen 1991).
MEYER AND ALLEN MODEL OF
ORGANIZATIONAL COMMITMENT
Affective commitment
Personal characteristics Affective
Commitment
Work experiences
Continuance commitment
Personal characteristics Continuance
Organizational
Alternatives commitment
commitment
investments
Normative commitment
Personal characteristics
Normative
Socialization experiences
Commitment
Organizational investments
JOB INVOLVEMENT
Job involvement refers to the degree to which individuals
psychologically identify with their present job (Kanungo,
1982).
For highly involved employees, their jobs seem inexorably
connected with their very identities, interests and life goals,
and are crucially important (Mudrack, 2004).
Job involvement develops in the individual through a long
and meaningful process (Lodahl and Kejner, 1965 as cited
in Dimitriades, 2007).
The prevailing assumption in research is that high job
involvement is an inherently desirable attribute of
employees
LODAHL AND KEJNER MODEL -
JOB INVOLVEMENT
Job characteristics
Remuneration and
Benefits
Employee personality
Training
CONCLUSION
This earlier studies evident that organizational climate
is having positive impact on employees work related
attitude and its components such as job satisfaction,
organizational commitment and job involvement.
The organizational climate plays a vital role in
determining the organizational performance. In
supportive organization climate, the attrition rate will
be low, which will result in higher productivity that all
would motivate the employees to perform
enthusiastically.
Employees will utilize their knowledge and skills in
everything they design, develop and serve.
Organizational climate is an essential element of IT
companies if the value and potential of its people is to
be harnessed and grown.
CONCLUSION (Contd.)
When employees are happy with their climate of the
organization, they are committed to stay with the organization
and are unwilling to exit from their current job.
Increased commitment will also increase their competence.
But to increase the job satisfaction and organizational
commitment, the compensation and managerial support plays
critical role, as the results show that these two are core
variables in increasing commitment of employees in IT
industry.
This in turn inherits a positive attitude towards the work the
employees job involvement.
So it is found that compassionate organizational climate
cultivate the positive attitudinal outcomes for the employees
and overall development for the organizations as well.
REFERENCES
S.No Book Name
1
Aswathappa, K, "Organisational Behavior", Himalaya Publishing House, 2007.
2
Aswathappa, K, "Organisational Behaviour: Text, Cases & Games ", 2014.
3
Beaumont, P B, "Human Resource Management Key Concepts and Skills", Sage Publications,
1993, Pp 34
4
Benjamin Schneider, Ehrhart Mark G., William H. Macey, "Organizational Climate and
Culture: An Introduction to Theory, Research, and Practice (Series in Organization and
Management) ", Routletge Publishers, 2013.
5
Bibhuti Bhusan Mahapatro, "Human Resource Management", New Age Interational
Publishers, 2010, Pp 274.
6
Charmine E. J. Hartel, Wilfred J. Zerbe and Neal M. Ashkanasy, "Emotions in
Organizational Behavior", Lawrence Erlbaum Associates ,Publishers, 2005, Pp 355-356.
7
Charmine E. J. Hartel, Wilfred J. Zerbe, and Neal M. Ashkanasy, "Emotions in
Organizational Behavior", Lawrence Erlbaum Associates, 2005, Pp. 77.