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Attitudes have serious impacts on workplace behavior.Previously people believed that attitudes were causally related to behavior, but this was challenged in the 1960s.how you think about yourself affects if you like your job.
Employee Engagement: An involvement with, satisfaction with, and enthusiasm for the work he or she does.
Are you actively involved, or just mentally checked out at your job?
Lateness, absenteeism, reduced effort and increased error rate.
Job satisfaction is positively correlated to job performance.
Sometimes, attitudes follow text example is an made car owner, who has a change of heart after being given a new We call Cognitive Dissonance: Any incapability between two or more attitudes or between behavior and attitudes.
People take actions between their behavior and their attitudes, and rationalize it afterwards.Two major 1) Single Global Rating scale): much do you like your 2) Summation of Job Facets: Uses key elements on a standardized scale and then add rating.Simplicity seems to work best in this situation, so global rating is often better.Speaking up for your company, trust to do the right thing.Neglect: Dissatisfaction expressed through allowing conditions to worsen.Chapter 3: Attitudes and Job Satisfaction How attitude and job satisfaction, or lack thereof, affects the workplace.Main Components of Attitude Attitudes: Evaluative statements or judgements concerning objects, people, or events.Organization Commitment: The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.If you like a company, you want to stay there, positively correlated in research. Perceived Organizational Support (POS): The degree to which employees believe an organization values their contribution and cares about their High levels produce better attendance, results, and customer service.Below certain thresholds pay will increase job satisfaction, but it levels off at higher amounts.Personality can also affect job satisfaction especially with individuals that have Core conclusions individuals have about their capabilities, competence, and worth as a person.