I/O ch. 10

Three components to attitude

affect

cognition

behavior *hardest to predict

job satisfaction

positive emotional state resulting from an employees cognitive appraisal

Situational constraints on behavior

Social norms are very powerful and can override one’s attitude

Time on assessments

The shorter the time period is between assessments, the better it will predict behavior

Specific vs general

When an employee has a very specific attitude you can predict behavior clearer than a general attitude

Strong vs weak

having a strong and stable opinion will allow for better prediction than having a weak attitude

Theory of planned behavior

First level: attitudes, subjective norms, perceived control leads to

second level: intentions lead to

third level: behavior

Withdrawal behaviors

physical and psychological disengagement

includes: absenteeism, turnover

job satisfaction on withdrawal behaviors

job dissatisfaction explains only a small % of variance in turnover and absenteeism

performance and satisfaction

good job performance may cause job satisfaction

satisfaction is highly correlated with organizational development

indirect influences on satisfaction

-cognitive ability

-conscientiousness and stability

-organizational self-esteem

-affective dispositions

Social information processing theory

when entering a new workplace we learn from coworkers about what is important and form attitudes from social context

Organizational commitment

Dedication, hard work, accepting goals, desire to stay