emotions, attitudes and job satisfaction

7/27/2019 Emotions, Attitudes and Job Satisfaction

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EMOTIONS, ATTITUDESANDJOBSATISFACTION

Arva Glazel D. Gallofin,R.N

CENTRAL PHILIPPINE UNIVERSITYSchool of Graduate Studies

Jaro

, Iloilo City

TOPIC


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Objectives

At the end of the report, we will be able to:

1. Identify what is Emotion, Attitude and JobSatisfaction

2. Know how do emotions and moods influencebehaviour in organization

3. Know what are the different Components ofAttitudes

4. Recognize the factors affecting Job Satisfaction

5. Evaluate different Job Satisfaction PerformanceRelationships


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LOVE

SAD

ANGRY

JOY

SURPRISE

FEAR


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Foundation of Emotions and Mood

AFFECT- is the range of feeling in the forms ofemotions and moods that people experience in theirlife context.

EMOTIONS are strong positive or negative feelingsdirected toward someone or something. It is usuallyintense, not long-lasting and always associated witha source.

MOODS- are more generalized positive and negativefeelings or states of mind that persist for some time.


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EMOTIONAL INTELLIGENCE- an ability tounderstand emotions in ourselves and others and touse that understanding to manage relationshipseffectively.

SELF-AWARENESS- is the ability to understand ouremotions and their impact on our work and onothers, it is a continuing appraisal of emotions that

results in a good understanding of them and expressthem naturally.



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SOCIAL AWARENESS- is the ability to empathize, tounderstand the emotions of others and to use thisunderstanding to better relate to them. It involvescontinuous appraisal and recognition of other emotions

resulting in better perception.SELF-MANAGEMENT- ability to think before acting and to

be in control of otherwise disruptive impulses. Self-Regulation.

RELATIONSHIP MNGT- ability to establish rapport withothers in ways that build good relationships and influencestheir emotions in positive ways.



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SELF-CONSCIOUS EMOTIONS- arises frominternal sources. Understanding ones self consciousemotions helps individual regulate with others.

(shame, guilt, embarrassment and pride)

SOCIAL EMOTIONS- are stimulated by externalsources. (pity, envy, jealousy)

Positive affectivity tendency to be perceptually positive

Negative affectivity tend to experience negative moods in a wide range of settings

and under many different conditions



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EMOTION AND MOOD

EMOTION MOOD

I WAS REALLY ANGRY WHENPROF. NITCH CRITIZED MY

PRESENTATION

OH, I JUST DONT HAVE THEENERGY TO DO MUCH TODAY, IVE

FELT DOWN A WEEK

Identified with source; cause Hard to identify source; cause

Tend to be brief, episodic Can be long lasting

Many forms and types Either positive or negative

Action-oriented; link with behaviorCan turn into mood

More cerebral; less action orientedCan influence emptions.


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FUNCTIONS OF EMOTION

Emotions Communicate to and Influence Others

Emotions Organize and Motivate Action

Emotions can be self-validating


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EMOTION AND MOOD CONTAGION the spillover of ones emotions and mood onto others.

EMOTIONAL LABOR- relates to the need to showcertain emotions in order to do job well. It is a form

of self-regulation to display organizational desiredemotions in ones job.

EMOTIONAL DISSONANCE- where the emotionswe actually feel are inconsistent with the emotions

we try to project. Deep Acting

Surface acting


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EMOTIONS ACROSS CULTURE

Display rulesinformal standards thatgovern the degree to which

it is appropriate for peoplefrom different cultures todisplay their emotionssimilarly


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EMOTION AND MOOD AFFECTIVETHEORY

WORK ENVIRONMENT Characteristics of the job Job demands Emotional labor Req.

WORK EVENTS Daily Hassles Daily uplifts

EMOTIONAL REACTION Positive negative

PERSONAL PREDISPOSITION Personality Mood

JOBSATISFACTION

JOBPERFORMANCE


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ATTITUDE

ATTITUDE- is a predisposition to respond in a positiveor negative way to someone or something in onesenvironment. They are inferred from the things peoplesay or through their behavior. They are influenced by

values and are acquired from the same source.COGNITIVE DISSONACE- a state of inconsistency

between an individuals attitude or between attitudes andbehavior. Cognitive dissonance can be reduced by: Changing the underlying attitude Changing future behavior Developing new ways of explaining or rationalizing the inconsistency


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COMPONENT

ANTECEDENT

Belief andValues

my job lacksresponsibility

JobResponsibilityis important

ATTITUDE

Feeling

I dont like myjob

RESULTS

IntendedBehavior

Im going toquit my job

createThat

influence

CognitiveComponent

AffectiveComponent

BehavioralComponent


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TYPES OF ATTITUDES

JOB SATISFACTION- an attitude reflecting apersons positive and negative feelings toward a job,co-workers and the work environment.

JOB INVOLVEMENT- as the extent to which anindividual is dedicated to a job, beyond expectation

ORGANIZATIONAL COMMITMENT- degree ofloyalty an individual feels towards the organization

EMPLOYEE ENGAGEMENT- a positive workattitude feeling or strong sense of connection withthe organization.


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COMPONENTS

WORK

QUALITY OF SUPERVISION

RELATIONSHIPS WITH CO-WORKERS

PROMOTION OPPORTUNITIES

PAY


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ORGANIZATIONAL COMMITMENT

RATIONAL COMMITMENT- reflects feelings thatthe job serves ones financial, development,professional interest.

EMOTIONAL COMMITMENT- reflects feelings thatwhat one does is important , valuable and of realbenefits to others.


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Responses to Job Dissatisfaction


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Responses to Job Dissatisfaction

Active/ passive

Constructive/ destructive

Exit

Behavior directed toward leaving the organization. Voice

Actively and constructively attempting to improve conditions.

Loyalty

Passively but optimistically waiting for conditions to improve.

Neglect

Passively allowing conditions to worsen.


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JOB SATISFACTION AND BEHAVIOR

WITHDRAWAL BEHAVIORS

Absenteeism

Turnover

Day Dreaming

Cyber floating

ORGANIZATIONAL CITIZENSHIP BEHAVIORS represents awillingness to go beyond the call of duty or go extra mile in

ones work. Interpersonal - team

Organizational- company


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Satisfaction and Productivity

Satisfied workers arent necessarily more productive.

Worker productivity is higher in organizations with moresatisfied workers.

Satisfaction and Absenteeism Satisfied employees have fewer avoidable absences.

Satisfaction and Turnover Satisfied employees are less likely to quit.

Organizations take actions to cultivate high performers and toweed out lower performers.


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Guidelines to Enhance Organizational Commitment People-first

Communication Mission

Org. Justice

Create a community Support employee development

Satisfaction and Organizational Citizenship Behavior(OCB)

Satisfied employees who feel fairly treated by and are trustingof the organization are more willing to engage in behaviorsthat go beyond the normal expectations of their job.


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COUNTERPRODUCTIVE WORK BEHAVIOR theintentionally disrupts relationship, organizationalculture or performance in the work place.

JOB SATISFACTION AND PERFORMANCE Decision to belong

Decision to perform


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JOB SATISFACTION AND PERFORMANCERELATIONSHIP

JOB SATISFACTIONS CAUSES PERFORMANCE Managerial implication to increase employees work performance, make them

happy Job satisfaction alone is not a consistent predictor of work performance

PERFORMANCE CAUSES SATISFACTION Managerial implication help people achieve high performance, then

satisfaction will follow Performance in a given time period is related to satisfaction in a later time period Rewards link performance with later satisfaction

REWARDS CAUSES BOTH PERFORMANCE AND SATISFACTION Managerial implications.

Proper allocation of rewards can positively influence both satisfaction and

performance High job satisfaction and performance-contingent rewards influence a persons

work performance Size and value of the reward should vary in proportion to the level of ones

performance


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emotions, attitudes and job satisfaction

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