VALUES,
ATTITUDES, &
JOB
SATISFACTION
Chapter 4
VALUES
refer to the importance a person
attaches to things or ideas that serves
as guide to action.
Values are enduring beliefs that
one's mode of conduct is better than
the opposite mode of conduct.
PEOPLE LEARN VALUES THROUGH ANY OR
ALL OF THE FOLLOWING:
1. Modeling
2. Communication of attitude
3. Unstated but implied attitude
4. Religion
TYPES OF VALUES:
1. Achievements-this is a value that pertains to getting things done and working hard to
accomplish goals.
2. Helping and concern for others- refers to the person's concern with other people and
providing assistance to those who need help.
3. Honesty - this is a value that indicates the person's concern for telling the truth and
doing what he thinks is right.
4. Fairness - this is a value that indicates the person's concern for impartiality and fairness
for all concerned.
INDIVIDUAL VS ORGANIZATIONAL VALUE
ESPOUSED VS ENACTED VALUES
Espoused Values- refers to as what members of the
organization say they value.
Enacted Values- Refers to as the reflected actual behavior
of the individual members of the organization.
INSTRUMENTAL AND TERMINAL VALUES
Terminal Value- Terminal values represent the goals
that a person would like to achieve in his or her lifetime.
Instrumental Value- Instrumental values refer to
preferable modes of behavior or means of achieving the
terminal values.
INSTRUMENTAL VALUE
ambition cleanliness
honesty affection/love
self-sufficiency politeness
courage rationality
forgiving nature responsibility
helpfulness competence
self-control cheerfulness
independence intelligence
obedience imagination
open-mindedness
TERMINAL VALUE
happiness salvation
pleasure friendship
self-respect mature love
freedom wisdom
world peace prosperity
equality national security
achievement social respect
inner peace exciting, active life
beauty in art and nature
family security
ATTITUDES
Are important in the study of human behavior.
Form the basis for job satisfaction in the workplace.
Reflect how one feels about something.
Are feelings and beliefs that largely determine how
employees will perceive their environment, commit
themselves to intended actions, and ultimately
behave.
THE MAIN COMPONENTS OF ATTITUDE:
1. Cognitive- Cognitive component of an attitude refers to the
opinion or belief segment of an attitude.
2. Affective-Affective component of an attitude refers to the
emotional or feeling segment.
3. Behavioral- Behavioral component of an attitude refers to the
intention to behave in a certain way toward someone or
something.
DIFFERENCES IN PERSONAL DISPOSITION:
Positive affectivity - refers to personal characteristic
of employees that inclines them to be predisposed to
be satisfied at work.
Negative affectivity- is a personal characteristic of
employees that inclines them to be predisposed to be
dissatisfied at work
TWO METHODS THAT MOSTLY INFLUENCE
ATTITUDE FORMATION:
Direct influence- Are the most accessible information
stored in the human mind.
Indirect Influence- Are the result of social interactions
with the family, peer groups, religious organizations, and
culture.
MOST IMPORTANT ATTITUDE IN THE
WORKPLACE:
1. Job satisfaction
2. Job involvement
3. Organizational commitment
EFFECTS IN
EMPLOYEES
ATTITUDE
EMPLOYEE ATTITUDES MAY BE CLASSIFIED
AS EITHER:
Positive job attitudes- indicate job satisfaction and are
useful in predicting constructive behaviors
Negative job attitudes- are also useful in predicting
undesirable behavior. Negative job attitudes include
those concerning job dissatisfaction.
WHEN EMPLOYEES ARE DISSATISFIED WITH THEIR JOBS, THEY WILL HAVE A
STRONG TENDENCY TO ENGAGE IN ANY OR ALL OF THE FOLLOWING:
1. psychological withdrawal like daydreaming on the job.
2. physical withdrawal like unauthorized absences, early departures,
extended breaks, or work slowdowns.
3. aggression, like verbal abuse or dangerous actions against another
employee.
JOB SATISFACTION
The attitude people have about their jobs is called
job satisfaction.
refers to the positive feeling.
WHEN PEOPLE ARE SATISFIED WITH THEIR JOBS, THE
FOLLOWING BENEFITS BECOME POSSIBLE:
1. high productivity
2. a stronger tendency to achieve customer loyalty
3. loyalty to the company
4. low absenteeism and turnover
5. less job stress and burnout
6. better safety performance
FACTORS ASSOCIATED WITH JOB SATISFACTION:
Salary - adequacy of salary and perceived equity compared with others.
Work itself - the extent to which job tasks are considered interesting and provide opportunities for
learning and accepting responsibility.
Promotion opportunity - chances for further advancement.
Quality of supervision - the technical competence and the interpersonal skills of one's immediate
superior.
Relationship with co-workers - the extent to which co- workers are friendly, competent, and
supportive.
Working conditions - the extent to which the physical work environment is comfortable and
supportive of productivity.
Job security - the beliefs that one's position is relatively secure and continued employment with the
organization is a reasonable expectation.
WAYS OF MEASURING JOB SATISFACTION:
Job satisfaction may be measured by using any of the
following approaches:
1. the single global rating method;
2. the summation score method
JOB INVOLVEMENT
Another positive employee attitude.
Refers to the degree to which a person identifies
with the job, actively participates in it, and considers
performance important to self-worth.
ORGANIZATIONAL COMMITMENT
The third positive employee attitude.
Refers to the degree to which an employee identifies
with a particular organization and its goals and
wishes to maintain membership in the
organization.
ORGANIZATIONAL COMMITMENT MAY BE CATEGORIZED INTO
THREE DIMENSIONS. THEY ARE AS FOLLOWS:
1. affective commitment - refers to the employee's emotional attachment to the organization and belief in its values.
2. continuance commitment- refers to the employee's tendency to remain in an organization because he cannot
afford to leave.
reasons why employees choose to continue employment with the firm may be classified as:
economic factors- refer to salary, allowances, and retirement pension.
Non- economic benefits- include participation in decision making, job security, and certain job characteristics
such as autonomy, responsibility, and interesting work.
3. normative commitment- refers to an obligation to remain with the company for moral or ethical reason.
THANK
YOU
Chapter 4
