Impact of Attitude on Organizational Behavior

Attitude:
Attitudes are evaluative statements; Either favorable or unfavorable; About Objects, People or Events.
They reflect how we feel about something. or Attitude is a way of thinking or acting.

Main Components of Attitudes:

Major Job Attitudes:

A job attitude is a set of evaluations of ones job that constitute ones feelings toward, beliefs about, and attachment to ones job. Consists: Job Satisfaction Job Involvement Organizational Commitment Perceived Organizational Support Employee Engagement

I. Job Satisfaction:

A positive feeling about the job resulting from an evaluation of its characteristics.

Outcomes of job satisfaction:

Job Performance: Satisfied workers are more productive & more productive workers are more satisfied. Organizational Citizenship Behaviors: Satisfaction influences OCB through perceptions of fairness. Customer Satisfaction: Satisfied frontline employees increase customer satisfaction & loyalty. Absenteeism: Satisfied employees are moderately less likely to miss work. Turnover: Satisfied employees are less likely to quit. Many moderating variables in this relationship. Economic environment & tenure. Workplace Deviance: Dissatisfied workers are more likely to unionize, abuse substances, steal & withdraw

II. Job Involvement:

Degree to which a person identifies with a job, actively participates in it & considers performance important to self-worth. It includes: Psychological Empowerment: Employees belief in the degree to which they affect their work environment, their competence, the meaningfulness of their job and their perceived autonomy in their work.

III.Organizational Commitment:
The degree to which an employee identifies with a particular organization & its goals & wishes to maintain membership in the organization. It has three dimensions: Affective Commitment: Employee's positive emotional attachment to the organization & a belief in its values. Continuance Commitment: The need component or the gains verses losses of working in an organization. Normative Commitment: An obligation to remain with an organization for moral or ethical reasons

IV. Perceived Organizational Support (POS):

The degree to which employees believe that their organization values their contributions and cares about their wellbeing and fulfills employees' socioemotional needs.

V. Employee Engagement:
Also called worker engagement, is a business management concept. An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests.

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