Employee Attitudes

and Their Effects

By
Burak Cenk Adalan
064553
 Chapter Objectives
 The Nature of Attitudes and Job Satisfaction

 The Relationship between Performance and Satisfaction

 Job Involvement and Organization Commitment

 Some Positive and Negative Effects of Employee Attitudes

 Organizational Citizenship Behaviors

 Benefits of Studying Employee Attitudes

 Design and Use of Job Satisfaction Surveys

 The Nature of Attitudes

 Attitudes are the feelings and beliefs that largely determine

how employees will perceive their environment , commit
themselves to intended actions and ultimately behave.

 Attitudes form a mental set that affects how we view

something else ,much as a window provides a framework for
our view into or out of a building.
 Job Satisfaction
 Job satisfaction: is a set of favorable or unfavorable feelings and
emotions with which employees view their work.Job satisfaction is an
affective attitude a feeling of relative like or dislike toward something.

 Individual focus : Job satisfaction typically refers to the attitudes of a

single employee but there’s an important thing like moral, it is for all
group satisfaction.

 Stability of a Job Satisfaction : Attitudes are generally acquired over a

long period of time.Similarly job satisfaction or dissatisfaction emerges
as an employee gains more and more information about the workplace.
 Job Satisfaction
 Environmental Impact: Job satisfaction is a one part of life
satisfaction.The nature of a worker’s environment off the job
indirectly influences his or her feelings on the job.Similarly ,
since a job is an important part of a life for many workers job
satisfaction infuluence general life satisfaciton.

Job Familiy

LIFE
Politics Leisure

Religion
 Job Involvement
 In addition to job satisfaction, three other distinct but related ,
employee attitudes are important to many employees. Job
Involvement is the degree to which employees immerse
themselves in their jobs, invest time and energy in them and
view work as a central part of their overall lives.
 Organization Commitment
 Organizational commitment or employee loyalty is
the degree to which an employee identifies with the
organization and wants to continue actively
participating in it.

 Work Moods: Employees also have feelings about

thier jobs thatare highly dynamic :they can change
within a day hour or minute.
These variable attitutes toward their jobs are called
Work Moods.
 Effects of Employee Attitude
 Attitudes are reasonably good predictors of behaviors. They
provide clues to an employee’s behavioral intentions or
inclinations to act in a certain way.Positive jobs attitudes help
predict constructive behaviors: negative job attitudes help
predict undesirable behaivors.

 Employee Performance: Satisfied workers actually may be

high , average , or even low producers and they will tend to
continue the level of performance that previously brought
them satisfaction.
 Effects of Employee Attitudes
 Turnover: As might be expected higher job satisfaction is
associated with lower employee turnover , which is the
proportion of employees leaving an organization during a
given time period.

The Performance Satisfaction –Effort Loop

Performance Rewards Perception of equilty Satisfaction or
Economic rewards Dissatisfaction
Sociological Fair
Psychological Unfair

Greater of lesser
Greater or lesser effort Commitment
Turnover
Absenteeism
Tardiness
Theft
Violence
 Turnover and Absences

Relationship of job satisfaction to turnover and absences Figure

High

Turnover

Absences

Low
High
Turnover and Absences
 Absences and Tardiness
 Emplotees who have low job satisfaction tend to be absent
more often.The connection is not always sharp , for couple of
reasons.

 Theft: Some employees steal products.Others use company

services without any authorization.These kind of things are
called theft.

 Violence: One of the most extreme consequences of employee

dissatisfaciton is exhibited through violence.This violence
source can be include customers or strangers
 Studying Job Satisfaction
 Management needs information on employee job satisfaction in
order to make sound decsions , both in preventing and solving
employee problems.

 Benefits of job Satisfaction Studies: If job satisfaction studies are

properly planned and administered they will usually produce a
number of important benefits both general and specific.

 Monitoring Attitudes: One benifit of attitude studies is that they

give management an indication of general levels of satisfaction in a
company.

 Additional Benefits: Surveys have many other benefits as well.The

flow of communication in all directions is improved as people plan
the survey.,take it and discuss it’s results.
 Use of Existing Job Satisfaction
Information

Examples of job satisfaction-related information avaiable in organization

Medical records
Labor Turnover

Sources Exit interviews

Of
Waste and scrap repots
Information

Training records Quality records

 Survey Design and Followup

 General managers need to identify a purpose for attitudes

assessment,obtain top management add union support and then
develop the measurement instrument.
Major steps in a Identify reason for survey

Systemyic Obtain management commitment

approach
Develop survey instrument
To conducting
survey Administer survey

Tabulate results

Analyze results

Provide feedback to participants

Implement action plan

Monitoring results
 Survey Design and Followup

 Closed -End Questions: These present a choice of answers in

such a way that employees simply select and mark anwsers
and these answers show their feelings.

 Opened –End Questions: Present a variety of topics but let

employees answer in their own words.
 Critical Issues
 Reliability: Is the capacity of a survey instrument to produce
consistent result ,regardless of who administers it.

 Validity: In addition to reliability , studies of job satisfaction

need validity or capacity to meansure what they claim to
meansure.

 Social Desirability: The tendency of employees to have social

desirability bias that’s importantance of challenge in their job.
 Using Survey Information

 Communicating the Results: The first step in using job

satisfaction information is to communicate it to all managers
so that they can understand it and prepare to use it.

 Comparative Data: In larger organizations comparisons

among departments are an effective wat to encourage
managers to sit up and take note of satisfaction data.
 Using Survey Information
 Employee Comments: Employee coments are very useful
and this information often makes a greater impression on
management that scores statistics and charts do.

 Feedback to Employees: When corrective action is taken as

the result of a survey details of what was learned and what was
done should be shared with employees as soons as possible.
 Changing Employee Attitudes

 Includeing attitude shifts is not always easy to but potential

gains can make it worth while to try.If management desires to
change employee attitudes in a more favorable direction there
are many routes to pursue.

 Sometimes it’s advisable to get employee to change their

behavior first and let the desired attitudes shift follow later.
Thank You For Listening