CHAPTER IV

Values, Attitudes, and

Job Satisfaction

KHARIZA DENISSE O. DEMERIN &

ANDREA E. GAMUT
VALUES
 How People Learn Values
 Types of Values
 Individual versus Organizational Values
 Espoused versus Enacted Values
 Instrumental and Terminal Values
ATTITUDES
 The Main Components of Attitudes
 Differences in Personal Disposition
 How Attitudes are Formed
 Most Important Attitudes in the Workplace
 Effects of Employee Attitudes
 Making Positive Attitude Work for the Organization
JOB SATISFACTION
 Factors Associated with Job Satisfaction
 Ways of Measuring Job Satisfaction

JOB INVOLVEMENT

ORGANIZATIONAL COMMITMENT
Values
 Generally influence attitudes and behavior.
 Refer to the importance a person attached to the
thing and ideas that serves as guide to action.
 Something such as a principle or quality.
Values are not inborn, they are
learned through:
 Modeling
 Communication of Attitudes
 Unstated but implied attitudes
 Religion
 TYPES OF VALUES
Most relevant to the workplace that values are of the
following:
1. Achievement
2. Helping and Concern For Others
3. Honesty
4. Fairness
 ACHIEVEMENT – this is a value that
pertains to getting things done and working hard to
accomplish goals.
 HELPING AND CONCERN FOR
OTHERS – this value refers to the person’s
concern with other people and providing assistance
to those who need help.
 HONESTY – this is a value that indicates the
person’s concern for telling the truth and doing what
he thinks is right.
 FAIRNESS – this is a value that indicates the
person’s concern for impartiality and fairness for all
concerned.
Individual versus Organizational Values
ESPOUSED VERSUS ENACTED VALUES

 Espoused Values are what members of the

organization they say.

 Enacted Values the actual behavior of the individual

members.
Another classification of values:
 Terminal Values

 Instrumental Values
 TERMINAL VALUES – represent the goals that
person would like to achieve in his or her lifetime.

 INSTRUMENTAL VALUES – refer to preferable

modes of behavior or means of achieving the
terminal values.
 INSTRUMENTAL TERMINAL
VALUES VALUES

- Ambition - happiness
- Honesty - pleasure
- Obedience - beauty in art & nature
- Open- mindedness - family security
- Courage - freedom
- Politeness - mature love
- Intelligence - exciting, active life
- Rationality - wisdom
- Responsibility - prosperity
 ATTITUDES
 Defined as feelings and beliefs that largely
determined on how employees will perceive their
environment, commit themselves to intended actions
and ultimately behave.
 A predisposition or a tendency to respond positively
or negatively towards a certain idea, object, person
or situation.
 Influences an individual’s choice of actions,
responses to challenges, incentives, and rewards
(together called stimuli).
 MAIN COMPONENTS OF ATTITUDES

 Cognitive

 Affective

 Behavioral
Differences in Personal Disposition
 POSITIVE AFFECTIVITY – refers to personal
characteristics of employees that inclines them to be
predisposed to be satisfied at work.

 NEGATIVE AFFECTIVITY – is a personal

characteristic of employee that inclines them to be
predisposed to be dissatisfied at work.
 HOW ATTITUDES ARE FORMED
TWO METHODS THAT MOSTLY INFLUENCE ATTITUDE
FORMATION:

DIRECT EXPERIENCE
INDIRECT EXPERIENCE
DIRECT EXPERIENCE
 Process of acquiring knowledge by fully and
directly participating in an activity.
INDIRECT EXPERIENCE
 The results of social interactions with the family,
peer groups, religious organizations, and culture.
 MOST IMPORTANT ATTITUDES IN THE
WORKPLACE
1. Job satisfaction
2. Job involvement
3. Organizational commitment
JOB SATISFACTION
 The attitude people have about their job
 Refers to the positive feeling about one’s job
JOB INVOVLEMENT
 Refers to the degree to which a person identifies
with the job, actively participates in it, and
considers performance important to self-worth
 View their work as a “central part” of their overall
lives
ORGANIZATIONAL COMMITMENT
 Reflects the employee’s belief in the mission and
goals of the organization, willingness to expend
effort in accomplishing them, and intentions to
continue working in the organization.
THREE DIMENSIONS OF
ORGANIZATIONAL COMMITMENT
1. AFFECTIVE COMMITMENT
- refers to the employee’s emotional attachment to
the organization and belief in its values

2. CONTINUANCE COMMITMENT
- refers to the employee’s tendency to remain in an
organization because he cannot afford to leave

3. NORMATIVE COMMITMENT
- refers to an obligation to remain in the company
for moral or ethical reason
CLASSIFICATION OF EMPLOYEE ATTITUDES

1. POSITIVE JOB ATTITUDES

- indicate job satisfaction and are useful in
predicting constructive behaviors.

Example:
“ I enjoy wearing my office uniform.”
2. NEGATIVE JOB SATISFACTION
- useful in predicting undesirable behavior
- includes those concerning job dissatisfaction, lack
of job involvement and low commitment to
organization

Example:
“the office assigned to e does not speak well of
my position”
EEFECTS OF
EMPLOYEE
EMPLOYEE ATTITUDES ATTITUDES

POSITIVE NEGATIVE

Job Low
involvement Lack of job organizational
involvement commitment
Job
satisfaction Job
dissastisfaction
Organizational
commitment Day dreaming
Performing excellently Unauthorized
in all job aspects
absences and work
slowdowns
Serving customers
Dangerous actions
beyond working hours
against another
employee
JOB SATISFACTION
 Attitude people have about their jobs

 Refers to the positive feeling about one’s job

resulting from an evaluation of its characteristics.
BENEFITS FROM JOB SATISFACTION

1. High productivity
2. A stronger tendency to achieve customer loyalty
3. Loyalty to the company
4. Low absenteeism and turnover
5. Less job stress and burnout
6. Better safety performance
7. Better life satisfaction
FACTORS ASSOCIATED WITH JOB SATISFACTION

1. Salary – adequacy of salary and perceived equity

compared with others

2. Work itself - the extent of which job tasks are

considered interesting and provide
opportunities for learning and accepting
responsibility

3. Promotion opportunity - chances for further

advancement
4. Quality of supervision - the technical competence
and the interpersonal skills of one’s
immediate superior

5. Relationship with co-workers - the extent to

which co-workers are friendly, competent,
and superior

6. Working Conditions- the extent to which the physical

work environment is comfortable and
supportive of productivity
7. Job Security - the beliefs that one’s position is relatively
secured and continued employment
THANK YOU!