ATTITUDE & Job satisfaction

ATTITUD
E
“An attitude is a mental and neural state of readiness, organized through experience, exerting a
directive or dynamic influence upon the individual’s response to all objects and situations with
which it is related.”
 Cognitive Dissonance

• Any incompatibility between two or more attitudes or between behavior and

attitudes.

• Desire to reduce dissonance depends on moderating factors, including the

importance of the elements creating it and the degree of influence we believe we
have over them.

• The rewards of dissonance; high rewards accompanying high dissonance tend

to reduce the tension inherent in the dissonance.
 Attitude Behaviour Relationship

• The most powerful moderators of the attitude - behavior relationship

are the importance of the attitude, its correspondence to behavior, its
accessibility, the presence of social pressures, and whether a person
has direct experience with the attitude.

• Finally, the attitude–behavior relationship is likely to be much stronger

if an attitude refers to something with which we have direct personal
experience.
 Attitude formation

Direct Social
experience Learning

Culture Modeling
JOB ATTITUDES

Job Satisfaction

Job Involvement

Organizational Commitment

Perceived Organizational
Support (POS)

Employee Engagement
 JOB SATISFACTION
A positive feeling about one’s job resulting from an evaluation of its characteristics.

Causes of Job Satisfaction:

• Job conditions

• Personality

• Pay

• Corporate Social Responsibility (CSR)

 OUTCOMES OF JOB OUTCOMES OF JOB
SATISFACTION disSATISFACTION

• Job Performance • Counterproductive Work Behaviour

• Organizational citizenship behaviour • Absenteeism

• Turnover
• Customer Satisfaction
• Workplace Deviance
• Life Satisfaction
 RESPONSES TO
DISSATISFACTION
The exit response directs behavior toward
leaving the organization.

The voice response includes actively and

constructively attempting to improve conditions,
including suggesting improvements and
undertaking some forms of union activity.
The loyalty response means passively but
optimistically waiting for conditions to improve
and trusting the organization and its
management to “do the right thing.”
The neglect response passively allows
conditions to worsen and includes chronic
absenteeism or lateness, reduced effort, and
increased error rate.
THANK
YOU