Job Attitude

1
Job Attitude Behavior Objectives

• to understand why job satisfaction and other
  attitudes are important to industrial/organization
  al psychologists
• to understand the relationship between job
  satisfaction and job performance
• Provide one 3-part definition of commitment
  list 4 factors hypothesized to influence
  behavioral commitment
• to distinguish inter- and intra-personal
  comparison and personal attributes approaches to
  job satisfaction
• Understand concepts of organizational justice,
  organizational citizenship behaviors, and
  psychological contract
• Describe incidence and issues of violence and
  other antisocial behavior in the workplace

2
The Importance of Job Attitudes
3
Satisfaction and job performance

• overall relationship .14 - .30
• _________________________________
• job sat causes job perf if...
• job sat is related to poor perf if...

4
Participation

• Joining organization
• Staying with organization (billions )
• Tardiness
• Absenteeism
• Turnover
• Not all bad

5
Job Satisfaction and Attendance
6
Relationships (meta-analysis, adjusted r)

• Intentions to turnover (.45)
• Satisfaction to intentions (-.58)
• Satisfaction to turnover (-.24) (lt-.40)
• Satisfaction to commitment (.70)
• Commitment to intentions (-.53)
• Commitment to turnover (-.33)

7
Commitment 3-part definitions

• Neale Northcraft (traditional)
• strong belief in org goals willingness to exert
  effort ___________________
• Meyer Allen
• affective (want to) continuance (need to)
  ______________________
• OReilly
• exchange, identification, _________________

8
Theories of Job Attitudes

• Intrapersonal Comparisons
• Porters need-discrepancy theory
• value or need
• desired amount - current amount
• Importance - Affects the range of affective
  response to some aspect of the job
• Satisfaction - affect that results from the
  perception that one's important job values are
  being met

9
Theories of Job Attitudes

• Interpersonal Comparisons
• Lawler Model perceptions of own and other inputs
  and outcomes
• Essentially equity (balance) theory
• Increased understanding of justice
  (procedural/interactional)

10
Equity/Justice-Restoring Behaviors
11
Organizational Citizenship Behaviors

• Behaviors that help organization but not
  specifically tied to rewards
• Perception of beneficial to organization
• Perception of discretion
• Provide set of behaviors that can be decreased
  without outcome costs

12
Theories of Job Attitudes

• Interpersonal Comparisons
• Salancik Pfeffer - Social Information
  Processing
• what to focus on
• whether it is good or bad (absolute relative)

13
Factors influencing commitment

• Equity, meeting of needs, etc.
• Turnover as decision making (economy matters)
• under justification (behavioral commitment)
• Use behavior as information (like over
  justification)
• visibility (e.g., announce new members)
• explicitness (inability to deny behavior)
• irreversibility (inability to back out)
• volition (participative DM)
• Quiz show (worms boring stuff)
• the ROTC study

14
Theories of Job Attitudes

• Satisfaction as personal attribute
• not matter of situation only, but
• stable ways they are interpreted
• a genetic (or early life experience) approach
• Evidence of stability
• Pulakos Schmitt - asked to project, followed up
  20 months later
• Staw Ross - 5,000 men over 5 years
• Arvey et al - Identical twins reared apart

15
Violence

• 80 of reported workplace murders were committed
  during the course of robberies or other crimes
• 10 were police officers killed in line of duty
  or at place of employment by disgruntled lover
• 10 may be because of disgruntled employee for
  similar reasons at disgruntled lover (breaking of
  psychological contract), though other factors may
  be involved (e.g., stress).
• Such low incidence and inability to do controlled
  studies make it a difficult topic to study.