Chapter 4 - PART 1

Attitudes

a person’s complexes of beliefs and feelings about specific ideas, situations, or other people and are formed by personal values, experiences, and personality.

1. Cognition 2. Affect 3. Intention

Structural components of attitude

Cognition

the knowledge a person presumes to have about something

Affect

a person’s feelings towards something

Intention

component of an attitude that guides a person’s behaviour.

Cognitive Dissonance

an incompatibility or conflict between behavior and an attitude or between two different attitudes.

Job Satisfaction

one of the most important job related attitudes in the organization. it reflects both our attitudes and our feelings about our job.

1. The Work Itself 2. Attitudes 3. Values 4. Personality

Influences on Job Satisfaction

Organizational Commitment

The degree to which an employee identifies with the organization and its goals and wants to stay with the organization.

Affective Commitment

positive emotional attachment to the organization and strong identification with its values and its goals; employees want to stay with the organization.

Normative Commitment

a feeling of moral or ethical obligation to the organization; employees stay because they think it would be wrong to leave

Continuance Commitment

staying with the organization because of perceived high economic or social costs; employees stay because they feel like they have to.

Employee Engagement

heightened emotional and intellectual connection that an employee has for their job, organization, manager, or coworkers that, in turn, influences them to apply additional discretionary effort to their work.

Values

Way of behaving or end state desirable to a person or group

1. Terminal 2. Instrumental 3. Intrinsic Work 4. Extrinsic Work

Types of Values

Terminal Values

Reflect long-term life goals such as prosperity, happiness, etc.

Instrumental Values

preferred means of achieving terminal values or preferred ways of behaving

Intrinsic Work Values

values that relate to the work itself

Extrinsic Work Values

values that relate to the outcome of doing work

1. Intrapersonal 2. Interpersonal 3. Individual-Organization

Conflicts among Values

Intrapersonal Conflict Values

occurs when an individual experiences conflict between an instrumental value and a terminal value

Interpersonal Conflict Value

occurs when two different people hold conflicting values

Individual-organization value conflict

when an employee's values conflict with those of the organization

1. Traditional vs Secular-Rational Values 2. Survival vs Self Expression Values

Two Major Dimensions of Managerial Behavior

Traditional vs Secular-Rational Values

reflects the contrast between societies in which religion is very important and those in which it is not.

Survival vs Self Expression Values

reflects the contrast between societies that emphasize economic and physical security and those that emphasize subjective well-being, self-expression, and quality of life.