PIO 2 - Job Attitude

8/2/2019 PIO 2 - Job Attitude

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JOB ATTITUDE


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Attitudes are evaluative; that is, they reflect a

person's tendency to feel, think or behave in a

positive or negative manner towards the object of

the attitude.


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Different aspects of the job or the job as a whole can

become the target of the evaluations


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Job Satisfaction


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Job Satisfaction

Internal positive emotional state resulting from the

appraisal of one's job


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OrganizationalCommitment


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Roznowski and Hulin (1992) concluded that after an

individual joins an organization, a vector of scores on

a well-constructed, validated set of job satisfactionscales is the most informative data an organizational

psychologist or manager can have about an

individual employee and his or her likely behaviors.


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Job attitudes are generally reliably and moderatelystrongly related to relevant job behaviors


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Job attitudes are generally reliably and moderately

strongly related to relevant job behaviors

Specific job behaviors may include the following: Attendance at work Turnover decision

Decisions to retire Psychological withdrawal behaviors Prosocial and organizational citizenship behaviors Prounion representation votes Prevote unionization activity Etc.


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A job is not something we think of only occasionally

as most do about religion, capital punishment, an

honor system on campus, or donating blood.


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A job is not something we think of only occasionally

as most do about religion, capital punishment, an

honor system on campus, or donating blood.

The salience and importance of jobs and job attitudes

may ensure that job attitudes and job behaviors aremore nearly congruent than are many social attitudes

and social behaviors.


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Fishbein and Ajzen (1974, 1975) further argued we

need to distinguish among attitudes toward an object,attitudes toward a behavior, and behavioral intentions

to carry out that act


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Fishbein and Ajzen (1974, 1975) further argued we

need to distinguish among attitudes toward an object,

attitudes toward a behavior, and behavioral intentions

to carry out that act

Theory of

reasoned

action


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Theory of

reasoned

action

Relations between attitudes toward an object andintentions to engage in specific behaviors related to

that object are occasionally moderately large but are

generally modest.


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Theory of

reasoned

action

Relations between attitudes toward acts and

behavioral intentions are generally high.


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Theory ofreasoned

action

Intentions, however, are related to behaviors


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What determines a

person's job satisfaction?

THEORETICAL MODELS

OF JOB ATTITUDES


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What determines a


THEORETICAL MODELS

OF JOB ATTITUDES

Keyword:COMPARING

Perceptions VS Standards


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What determines a


Standards: Frame of reference,

influenced by economic factors Perceptions: Work outcomes

(working condition, pay, benefits,

etc)

Cornell model


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What determines a


Standards: Comparison level,

based on past work role & thebest alternative role available

now Perceptions: Work role outcomes

(working condition, pay, benefits,

etc)

Thibaut & Kelly's Comparison Level

model


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What determines a


Standards: Individual values Perceptions: The gap between

value content & value provided

by the job

Value-percept model


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What determines a


Standards: Individual's Growth

Need Strength Perceptions: Growth opportunity

provided by job characteristics

Job Characteristic model


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What determines a


Job Characteristic model(Hackman & Oldham, 1976)


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What determines a


Personality, PA-NA taxonomy, coreself evaluations, psychological

needs

Disposition influence


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What determines a


Affective Event Theory


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PIO 2 - Job Attitude

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