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JOB ATTITUDE
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Attitudes are evaluative; that is, they reflect a
person's tendency to feel, think or behave in a
positive or negative manner towards the object of
the attitude.
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Different aspects of the job or the job as a whole can
become the target of the evaluations
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Job Satisfaction
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Job Satisfaction
Internal positive emotional state resulting from the
appraisal of one's job
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OrganizationalCommitment
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Roznowski and Hulin (1992) concluded that after an
individual joins an organization, a vector of scores on
a well-constructed, validated set of job satisfactionscales is the most informative data an organizational
psychologist or manager can have about an
individual employee and his or her likely behaviors.
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Job attitudes are generally reliably and moderatelystrongly related to relevant job behaviors
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Job attitudes are generally reliably and moderately
strongly related to relevant job behaviors
Specific job behaviors may include the following: Attendance at work Turnover decision
Decisions to retire Psychological withdrawal behaviors Prosocial and organizational citizenship behaviors Prounion representation votes Prevote unionization activity Etc.
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Job attitudes are generally reliably and moderately
strongly related to relevant job behaviors
A job is not something we think of only occasionally
as most do about religion, capital punishment, an
honor system on campus, or donating blood.
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Job attitudes are generally reliably and moderately
strongly related to relevant job behaviors
A job is not something we think of only occasionally
as most do about religion, capital punishment, an
honor system on campus, or donating blood.
The salience and importance of jobs and job attitudes
may ensure that job attitudes and job behaviors aremore nearly congruent than are many social attitudes
and social behaviors.
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Fishbein and Ajzen (1974, 1975) further argued we
need to distinguish among attitudes toward an object,attitudes toward a behavior, and behavioral intentions
to carry out that act
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Fishbein and Ajzen (1974, 1975) further argued we
need to distinguish among attitudes toward an object,
attitudes toward a behavior, and behavioral intentions
to carry out that act
Theory of
reasoned
action
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Theory of
reasoned
action
Relations between attitudes toward an object andintentions to engage in specific behaviors related to
that object are occasionally moderately large but are
generally modest.
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Theory of
reasoned
action
Relations between attitudes toward acts and
behavioral intentions are generally high.
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Theory ofreasoned
action
Intentions, however, are related to behaviors
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What determines a
person's job satisfaction?
THEORETICAL MODELS
OF JOB ATTITUDES
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What determines a
person's job satisfaction?
THEORETICAL MODELS
OF JOB ATTITUDES
Keyword:COMPARING
Perceptions VS Standards
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What determines a
person's job satisfaction?
Standards: Frame of reference,
influenced by economic factors Perceptions: Work outcomes
(working condition, pay, benefits,
etc)
Cornell model
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What determines a
person's job satisfaction?
Standards: Comparison level,
based on past work role & thebest alternative role available
now Perceptions: Work role outcomes
(working condition, pay, benefits,
etc)
Thibaut & Kelly's Comparison Level
model
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What determines a
person's job satisfaction?
Standards: Individual values Perceptions: The gap between
value content & value provided
by the job
Value-percept model
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What determines a
person's job satisfaction?
Standards: Individual's Growth
Need Strength Perceptions: Growth opportunity
provided by job characteristics
Job Characteristic model
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What determines a
person's job satisfaction?
Job Characteristic model(Hackman & Oldham, 1976)
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What determines a
person's job satisfaction?
Personality, PA-NA taxonomy, coreself evaluations, psychological
needs
Disposition influence
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What determines a
person's job satisfaction?
Affective Event Theory
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