Professional Documents
Culture Documents
ORGANIZATIONAL BEHAVIOR
S T E P H E N P. R O B B I N S
E L E VTWELFTH
E N T HEDITION
E D I T I O N
© 2005 Prentice Hall Inc. WWW.PRENHALL.COM/ROBBINS PowerPoint Presentation
All rights reserved. by Charlie Cook
Attitudes
Cognitive Dissonance
Any incompatibility between two or more attitudes
or between behavior and attitudes.
Moderating Variables
• Importance of the attitude
• Specificity of the attitude
• Accessibility of the attitude
• Social pressures on the individual
• Direct experience with the attitude
Job Satisfaction
A collection of positive and/or negative feelings that
an individual holds toward his or her job.
Job Involvement
Identifying with the job, actively participating in it,
and considering performance important to self-worth.
Organizational Commitment
Identifying with a particular organization and its
goals, and wishing to maintain membership in the
organization.
© 2005 Prentice Hall Inc. All rights reserved. 3–4
Types of Attitudes
Perceived Organizational Support (POS)
Degree to which employees feel the organization cares
about their well-being.
Employee Engagement
An individual’s involvement with, satisfaction with, and
enthusiasm for the organization.
Attitude Surveys
Eliciting responses from employees through
questionnaires about how they feel about their jobs,
work groups, supervisors, and the organization.
Value System
A hierarchy based on a ranking of
an individual’s values in terms of
their intensity.
© 2005 Prentice Hall Inc. All rights reserved. 4–9
Importance of Values
Terminal Values
Desirable end-states of
existence; the goals that a
person would like to achieve
during his or her lifetime.
Instrumental Values
Preferable modes of behavior
or means of achieving one’s
terminal values.
E X H I B I T 3–1
E X H I B I T 3–1 (cont’d)
E X H I B I T 3–2