Employee Employee Attitudes and Attitudes and Their EffectsTheir Effects

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Burak Cenk AdalanBurak Cenk Adalan

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Chapter ObjectivesChapter Objectives The Nature of Attitudes and Job SatisfactionThe Nature of Attitudes and Job Satisfaction

The Relationship between Performance and The Relationship between Performance and SatisfactionSatisfaction

Job Involvement and Organization CommitmentJob Involvement and Organization Commitment

Some Positive and Negative Effects of Employee Some Positive and Negative Effects of Employee AttitudesAttitudes

Organizational Citizenship BehaviorsOrganizational Citizenship Behaviors

Benefits of Studying Employee AttitudesBenefits of Studying Employee Attitudes

Design and Use of Job Satisfaction SurveysDesign and Use of Job Satisfaction Surveys

The Nature of AttitudesThe Nature of Attitudes

Attitudes are the feelings and beliefs that largely Attitudes are the feelings and beliefs that largely determine how employees will perceive their determine how employees will perceive their environment , commit themselves to intended environment , commit themselves to intended actions and ultimately behave. actions and ultimately behave.

Attitudes form a mental set that affects how we Attitudes form a mental set that affects how we view something else ,much as a window provides view something else ,much as a window provides a framework for our view into or out of a a framework for our view into or out of a building. building.

Job SatisfactionJob Satisfaction

Job satisfactionJob satisfaction: is a set of favorable or unfavorable : is a set of favorable or unfavorable feelings and emotions with which employees view their feelings and emotions with which employees view their work.Job satisfaction is an affective attitude a feeling of work.Job satisfaction is an affective attitude a feeling of relative like or dislike toward something.relative like or dislike toward something.

Individual focus :Individual focus : Job satisfaction typically refers to the Job satisfaction typically refers to the attitudes of a single employee but there’s an important attitudes of a single employee but there’s an important thing like moral, it is for all group satisfaction.thing like moral, it is for all group satisfaction.

Stability of a Job Satisfaction :Stability of a Job Satisfaction : Attitudes are generally Attitudes are generally acquired over a long period of time.Similarly job acquired over a long period of time.Similarly job satisfaction or dissatisfaction emerges as an employee satisfaction or dissatisfaction emerges as an employee gains more and more information about the workplace.gains more and more information about the workplace.

Job SatisfactionJob Satisfaction

Environmental Impact:Environmental Impact: Job satisfaction is a one Job satisfaction is a one part of life satisfaction.The nature of a worker’s part of life satisfaction.The nature of a worker’s environment off the job indirectly influences his environment off the job indirectly influences his or her feelings on the job.Similarly , since a job is or her feelings on the job.Similarly , since a job is an important part of a life for many workers job an important part of a life for many workers job satisfaction infuluence general life satisfaciton.satisfaction infuluence general life satisfaciton.

Politics

Job Familiy

LIFELeisure

Religion

Job InvolvementJob Involvement

In addition to job satisfaction, three other In addition to job satisfaction, three other distinct but related , employee attitudes are distinct but related , employee attitudes are important to many employees. Job Involvement is important to many employees. Job Involvement is the degree to which employees immerse the degree to which employees immerse themselves in their jobs, invest time and energy themselves in their jobs, invest time and energy in them and view work as a central part of their in them and view work as a central part of their overall lives.overall lives.

Organization CommitmentOrganization Commitment

Organizational commitment or employee Organizational commitment or employee loyalty is the degree to which an employee loyalty is the degree to which an employee identifies with the organization and wants identifies with the organization and wants to continue actively participating in it. to continue actively participating in it.

Work MoodsWork Moods: Employees also have feelings : Employees also have feelings about thier jobs thatare highly about thier jobs thatare highly dynamic :they can change within a day dynamic :they can change within a day hour or minute.hour or minute.

These variable attitutes toward their jobs These variable attitutes toward their jobs are called are called Work Moods.Work Moods.

Effects of Employee AttitudeEffects of Employee Attitude

Attitudes are reasonably good predictors of Attitudes are reasonably good predictors of behaviors. They provide clues to an employee’s behaviors. They provide clues to an employee’s behavioral intentions or inclinations to act in a behavioral intentions or inclinations to act in a certain way.Positive jobs attitudes help predict certain way.Positive jobs attitudes help predict constructive behaviors: negative job attitudes constructive behaviors: negative job attitudes help predict undesirable behaivors.help predict undesirable behaivors.

Employee Performance:Employee Performance: Satisfied workers Satisfied workers actually may be high , average , or even low actually may be high , average , or even low producers and they will tend to continue the producers and they will tend to continue the level of performance that previously brought level of performance that previously brought them satisfaction.them satisfaction.

Effects of Employee AttitudesEffects of Employee Attitudes Turnover:Turnover: As might be expected higher job As might be expected higher job

satisfaction is associated with lower employee satisfaction is associated with lower employee turnover , which is the proportion of employees turnover , which is the proportion of employees leaving an organization during a given time leaving an organization during a given time period.period.

Performance

Greater or lesser effort

RewardsEconomic SociologicalPsychological

Perception of equilty rewards Fair Unfair

Satisfaction or Dissatisfaction

Greater of lesser CommitmentTurnover

AbsenteeismTardinessTheftViolence

The Performance Satisfaction –Effort Loop

Turnover and AbsencesTurnover and Absences

Relationship of job satisfaction to turnover and Relationship of job satisfaction to turnover and absences Figureabsences Figure

High

LowHigh

Turnover

Absences

Turnover and Absences

Absences and TardinessAbsences and Tardiness

Emplotees who have low job satisfaction tend to be Emplotees who have low job satisfaction tend to be absent more often.The connection is not always absent more often.The connection is not always sharp , for couple of reasons.sharp , for couple of reasons.

Theft:Theft: Some employees steal products.Others use Some employees steal products.Others use company services without any authorization.These company services without any authorization.These kind of things are called theft.kind of things are called theft.

Violence:Violence: One of the most extreme consequences of One of the most extreme consequences of employee dissatisfaciton is exhibited through employee dissatisfaciton is exhibited through violence.This violence source can be include violence.This violence source can be include customers or strangerscustomers or strangers

Studying Job SatisfactionStudying Job Satisfaction

Management needs information on employee job Management needs information on employee job satisfaction in order to make sound decsions , both in satisfaction in order to make sound decsions , both in preventing and solving employee problems.preventing and solving employee problems.

Benefits of job Satisfaction Benefits of job Satisfaction Studies: Studies: If job satisfaction If job satisfaction studies are properly planned and administered they will studies are properly planned and administered they will usually produce a number of important benefits both usually produce a number of important benefits both general and specific.general and specific.

Monitoring Monitoring Attitudes: Attitudes: One benifit of attitude studies is One benifit of attitude studies is that they give management an indication of general levels that they give management an indication of general levels of satisfaction in a company.of satisfaction in a company.

Additional Additional Benefits: Benefits: Surveys have many other benefits Surveys have many other benefits as well.The flow of communication in all directions is as well.The flow of communication in all directions is improved as people plan the survey.,take it and discuss it’s improved as people plan the survey.,take it and discuss it’s results.results.

Use of Existing Job Use of Existing Job Satisfaction InformationSatisfaction Information

Sources Of Information

Medical records

Training records Quality records

Labor Turnover

Waste and scrap repotsExit interviews

Examples of job satisfaction-related information avaiable in organization

Survey Design and FollowupSurvey Design and Followup

General managers need to identify a purpose for General managers need to identify a purpose for attitudes assessment,obtain top management add attitudes assessment,obtain top management add union support and then develop the union support and then develop the measurement instrument.measurement instrument.

Identify reason for survey

Obtain management commitment

Develop survey instrument

Administer survey

Tabulate results

Analyze results

Provide feedback to participants

Implement action plan

Monitoring results

Major steps in a

Systemyic approach

To conducting survey

Survey Design and FollowupSurvey Design and Followup

Closed -End Questions: Closed -End Questions: These present a These present a choice of answers in such a way that employees choice of answers in such a way that employees simply select and mark anwsers and these simply select and mark anwsers and these answers show their feelings.answers show their feelings.

Opened –End Questions:Opened –End Questions: Present a variety of Present a variety of topics but let employees answer in their own topics but let employees answer in their own words.words.

Critical IssuesCritical Issues

ReliabilityReliability:: Is the capacity of a survey instrument Is the capacity of a survey instrument to produce consistent result ,regardless of who to produce consistent result ,regardless of who administers it.administers it.

ValidityValidity: In addition to reliability , studies of job : In addition to reliability , studies of job satisfaction need validity or capacity to meansure satisfaction need validity or capacity to meansure what they claim to meansure.what they claim to meansure.

Social Desirability: Social Desirability: The tendency of employees to The tendency of employees to have social desirability bias that’s importantance have social desirability bias that’s importantance of challenge in their job.of challenge in their job.

Using Survey InformationUsing Survey Information

Communicating the Results:Communicating the Results: The first step in The first step in using job satisfaction information is to using job satisfaction information is to communicate it to all managers so that they can communicate it to all managers so that they can understand it and prepare to use it.understand it and prepare to use it.

Comparative Data:Comparative Data: In larger organizations In larger organizations comparisons among departments are an effective comparisons among departments are an effective wat to encourage managers to sit up and take wat to encourage managers to sit up and take note of satisfaction data.note of satisfaction data.

Using Survey InformationUsing Survey Information

Employee Comments:Employee Comments: Employee coments are Employee coments are very useful and this information often makes a very useful and this information often makes a greater impression on management that scores greater impression on management that scores statistics and charts do.statistics and charts do.

Feedback to Employees:Feedback to Employees: When corrective When corrective action is taken as the result of a survey details of action is taken as the result of a survey details of what was learned and what was done should be what was learned and what was done should be shared with employees as soons as possible.shared with employees as soons as possible.

Changing Employee AttitudesChanging Employee Attitudes

Includeing attitude shifts is not always easy to Includeing attitude shifts is not always easy to but potential gains can make it worth while to but potential gains can make it worth while to try.If management desires to change employee try.If management desires to change employee attitudes in a more favorable direction there are attitudes in a more favorable direction there are many routes to pursue.many routes to pursue.

Sometimes it’s advisable to get employee to Sometimes it’s advisable to get employee to change their behavior first and let the desired change their behavior first and let the desired attitudes shift follow later.attitudes shift follow later.

Thank You For ListeningThank You For Listening