BA302 Chapter 4 Individual Attitudes and Behaviors

During the late-2000s recession has shown that 86% of workers felt

A secure or stable position was most important to their happiness at work, surpassing factors that are more important in more prosperous times such as growth opportunities. The times we live in partially dictate attitudes

Psychological Contract; how it impacts job attitudes?

An unwritten understanding about what the employee will bring to the work environment and what the company will provide in exchange. When people do not get what they expect, they experience a psychological contract breach which leads to low job satisfaction and commitment.

What Are the Major Predictors of Job Performance?

General mental ability or cognitive abilities-reasoning abilities, verbal and numerical skills, analytical skills and overall intelligence level Perceptions of organizational justice and interpersonal relationships Stress on the job-role ambiguity a relates to lower performance Work attitudes-Job satisfaction and engagement, interpersonal relationships

Attitude Surveys

Give employees a chance to voice their concerns; can be powerful tools to make changes in the organization Success of these surveys depends on the credibility of management in the eyes of employees (Saying they'll fix something but in reality consistently doing nothing)

What Are the Major Predictors of Absenteeism?

Health reasons-Wellness programs for employees boost return on investment by making employees less sick. Work life balance-merging sick leave and paid time off can be beneficial/IBM lets employees take as much time as they need as long as their work gets done Poor work attitudes

Exit Interview

Meeting with a departing employee by a member of the human resource management department The departing employee's manager is the worst person to conduct the interview, because managers are often one of the primary reasons an employee is leaving in the first place. May reveal what makes employees dissatisfied at work and give management clues about areas for improvement

Job satisfaction and organizational commitment, which do you think would be more strongly related to turnover?

Organizational commitment because the organization is what reinforces the culture, not the job itself Person-organization fit will lead to less turnover, I believe

What is an attitude?

Our opinions, beliefs, and feelings about aspects of our work environment. How good you feel about something

Personality; how it impacts job attitudes?

People who have a positive disposition (attitude) tend to be more satisfied with their jobs and more committed to their companies; higher self-esteem, self efficacy, internal locus of control Those who have a negative disposition (attitude) tend to be less satisfied and less committed; find more things to complain about

What Are the Major Predictors of Turnover?

Performance level- may be fired or be encouraged to quit, or they may quit because of their fear of being fired. Pay lower performers less than other workers Work attitudes-Primary culprit why people leave. When workers are unhappy at work and when they are not attached to their companies, they leave. Age and how long we have been at an organization-Young people don't need to support a household or have dependents (Negative relationship)

The fit between what we bring to our work environment and the environmental demands influences both our behavior as well as our work attitudes. Therefore, _____________________ and ___________ are positively related to job satisfaction and commitment.

Person-job fit Person-organization fit

Absenteeism is not related to ___________, it is more related to _________________

Personality Age

Job work attitudes (8)

Personality Person-environment Psychological contract Job characteristics Justice Stress Work relationships Work-life balance

Person-Environment Fit; how it impacts job attitudes?

Positively related to job satisfaction (person-job fit, person-organization fit) When the abilities of individuals match those of the job demands and company values, they tend to be more satisfied with the job and more committed to the company

Relationships at Work; how it impacts job attitudes?

Strong predictors of our happiness at work and commitment to the company are our relationships with coworkers and managers Our relationship with our manager, how considerate the manager is, and whether we build a trust-based relationship with our manager are critically important to our job attitudes

Job attitudes around the globe Work-family conflict: -No effect on job satisfaction -Lower job satisfaction

-collectivist cultures -Individualistic cultures

Job embeddedness

A condition where people have strong links and fit with their organization and job, thus leaving would entail a large number of sacrifices.

Health problems KEY Work/life balance issues Positive work attitudes (-) Age of the employee (-) KEY

Absenteeism

Counter productive behaviors in the workplace

Abusing others Production deviance (intentionally performing at a low level) Theft Sabotage (intentionally damaging equipment) Withdrawal behaviors (physically/mentally somewhere else during work hours)

Two systematic ways in which companies can track work attitudes

Attitude Surveys Exit Interviews

What is the relationship between attitudes and behaviors?

Attitudes towards colleagues may influence your behavior to help them

How we are treated at work Personality Positive work atittudes Age of the employee KEY

Citizenship

Stress; how it impacts job attitudes?

Experiencing role ambiguity/conflict, organizational politics, and worrying about the security of our job are all stressors that make people dissatisfied Some stressors make us happier like working under time pressure and having a higher degree of responsibility Perceived as challenges and can lead to higher levels of satisfaction

Organizational Justice; how it impacts job attitudes?

How fairly we are treated When individuals are targets of demeaning remarks or rude and discourteous actions, their job attitudes suffer Meta-analytic findings suggest that the relationship between pay level and job satisfaction a is weak relationship.

Work life balance; how it impacts job attitudes?

In the 1950s work went first, the concept of always putting work first has become outdated as society has changed More employees expect to lead balanced lives, pursue hobbies, and spend more time with their children while at the same time continuing to succeed at work. When work life interferes with family life, we are more stressed and unhappy with our jobs Family-supportive workplace policies and supervisory family support are related to more positive job attitudes

What is the difference between job satisfaction and organizational commitment?

JS is job centered, organizational commitment is company centered High degree of overlap between job satisfaction and organizational commitment because things that make us happy with our job often make us more committed to the company as well

General mental abilities KEY How we are treated at work Stress (-) Positive work attitude Personality

Job performance (-) indicates a negative relationship

What are the four key work behaviors that matter for organizational performance?

Job performance Citizenship Absenteeism Turnover

Two job attitudes that have the greatest potential to influence how we behave

Job satisfaction Organizational commitment

organizational commitment

The emotional attachment people have toward the company they work for

job satisfaction

The feelings people have toward their jobs.

Job characteristics; how it impacts job attitudes?

The presence of certain characteristics on the job make employees more satisfied and more committed. Not important for everyone Some people have a high growth need and expect their jobs to help them build new skills and improve as an employee

Example of a psychological contract breach

Told the company was a family friendly and coworkers shared responsibility; They expect employees to work 70 hours a week, and employees are aggressive towards each other

Poor performance Positive work attitudes (-) PRIMARY REASON^^^ Stress Personality Age and tenure of the employee (-)

Turnover

There is also evidence that while autonomy and empowerment are valued in _________-, ________-, and ________, high levels of empowerment were related to lower job satisfaction in __________.

United States Mexico Poland India

What Are the Major Predictors of Citizenship behaviors?

Unlike job performance, citizenship behaviors do not depend on one's general mental abilities. Being conscientious and agreeable have a positive relationship with citizenship Job attitudes-people who are happier and more committed Age-aging allows for more accumulated company and life experience to draw from. Positive relationship

Organizational citizenship behaviors (OCB)

Voluntary behaviors employees perform to help others and benefit the organization

Role of ethics as it relates to job attitudes and performance

When an organization has a moral climate, people tend to be happier at work, more committed to their companies, and less likely to want to leave On the other hand, when people are highly committed to their company, sometimes they are less likely to report a problem High levels of employee monitoring, while reducing the frequency of unethical behaviors, may reduce job satisfaction and commitment, as well as work performance and citizenship behaviors.

Role of national culture as it relates to job attitudes and performance

Work-family conflict was found to lower job satisfaction only in individualistic cultures.

Research suggests that even though all five of the big five personality traits are correlated with organizational commitment,

agreeableness has the strongest relationship.

With respect to personality, research has shown that agreeableness had stronger relations with organizational commitment in ___________

collectivistic cultures.

High turnover has potentially harmful consequences for the organization, particularly for

customer service, quality and service performance, and workplace safety. High performers turnover BAD Poor performers turnover GOOD

Factors that are effective in reducing absenteeism and turnover

vary around the globe