Chapter 4: Attitudes and Job Satisfaction

Active

Responses which require significant action on the part of the employee

Affective

The emotional part of an attitude

Affective Commitment

Employee’s emotional attachment to an organization

Attitude

A psychological tendency that is expressed by evaluating a particular entity with some degree of favor or disfavor

Behavioral

An intention to act based upon the cognitions and affect expreienced

Career Adaptability

A psychological construct that denotes an individual’s resources for coping with current and anticipated tasks, transitions, and traumas in their occupational roles

Cognitive

Describes a statement of belief about something

Cognitive Dissonance

Incompatibility between two or more attitudes or between attitudes and behavior

Constructive

Responses which positively contribute to the growth or improvement of the organization

Continuance Commitment

Degree to which an employee is aware of the costs of leaving the organization

Destructive

Responses that negatively impact the organization

Employee Engagement

The investments of an individual’s complete self into a role

Job Involvement

How much an employee identifies with their job and views their performance at work as an essential part of their self-esteem

Job Search Envy

A situation form of envy specific to the job search domain

Normative Commitment

Moral obligation to stay with the organization - because it is the right thing to do

Organizational Commitment

An employee’s desire to remain a member of an organization

Passive

Responses which require less or no action on the part of the employee

Perceived Organizational Support (POS)

Refers to perceptions when “employees pay attention to whether the organization values their contributions and cares about their well-being

Psychological Empowerment

Intrinsic task of motivation manifested in a set of four cognitions reflecting an individual’s orientation to his or her work role: competence, impact, meaning, and self-determination

Sense of Meaning

How much work goals align with an employee’s personal standards (how well the work “fits” the employee’s values)