CHAPTER 4

VALUES, ATTITUDES, AND JOB SATISFACTION

 VALUES
• REFER TO THE IMPORTANCE A PERSON ATTACHES TO THINGS
OR IDEAS THAT SERVES AS GUIDE TO ACTION. VALUES ARE
ENDURING BELIEFS THAT ONE’S MODE OF CONDUCT IS BETTER
THAN THE OPPOSITE MODE OF CONDUCT.
• THE DEFINITIONS IMPLIES THAT VALUES ARE MADE OF A SET OF
BELIEFS
• VALUES MAY BE ATTACHED TO THINGS OR IDEAS LIKE
LOYALTY (TO THE COMPANY OR FRIENDS) TEAMWORK,
HONOR, OBEDIENCE, HONESTY, AND THE LIKE.
 HOW PEOPLE LEARN VALUES?

• VALUES ARE NOT INBORN, THEY ARE LEARNED. AS

THEY GROW, PEOPLE LEARN VALUES THROUGH ANY
OR ALL OF THE FOLLOWING.
• 1. MODELING
• 2. COMMUNICATION OF ATTITUDES
• 3. UNSTATED BUT IMPLIED ATTITUDES
• 4. RELIGION
 MODELING

•PARENTS, TEACHERS, FRIENDS AND

OTHER PEOPLE OFTENTIMES
BECOME MODELS TO PERSONS
WHO WOULD LATER EXHBIT GOOD
BEHAVIOR IN THE WORKPLACE.
 COMMUNICATION OF ATTITUDE

• ONE OF THE WAYS IN WHICH VALUES ARE

LEARNED IS THROUGH COMMUNICATIONS OF
ATTITUDES. WHEN A PERSON OFTEN HEARS
FORM ACQUAINTANCE THE RISK OF BUYING
PRODUCTS IMPORTED FROM A CERATIN
COUNTRY, THE PERSON MAT DEVELOP
NEGATIVE VALUES ABOUT THE COMPANY.
 UNSTATED BUT IMPLIED ATTITUDES

•VALUES MAY ALSO BE

AFFECTED BY ATTITUDE THAT
ARE NOT STATED, BUT ARE
IMPLIED BY WAY OF ACTION.
 RELIGION

•VALUES ARE ALSO

LEARNED THROUGH
RELIGION.
 TYPES OF VALUES
• 1. ACHIEVEMENT- THIS IS A VALUE THAT PERTAINS TO GETTING
THINGS DONE AND WORKING HARD TO ACCOMPLISH.
• 2. HELPING AND CONCERN FOR OTHER- THIS VALUE REFERS
TO THE PERSON’S CONCERN WITH OTHER PEOPLE AND
PROVIDING ASSISTANCE TO THOSE WHO NEED HELP
• 3. HONESTY- THIS IS A VALUE THAT INDICATES THE PERSON’S
CONCERN FOR TELLING THE TRUTH AND DOING WHAT HE
THINKS IS RIGHT; AND
• 4. FAIRNESS- THIS IS A VALUE THAT INDICATES THE PERSON’S
CONCERN FOR IMPARTIALITY AND FAIRNESS FOR ALL
CONCERNED.
 INDIVIDUAL VERSUS
ORGANIZATIONAL VALUES
• ORGANIZATION HAVE VALUES THAT MAY NOT BE
COMPATIBLE WITH THE VALUES OF THE INDIVIDUAL
WORKERS. THERE IS VALUE INCONGRUENCE IF THE
INDIVIDUAL’S VALUE IS NOT IN AGREEMENT WITH THE
ORGANIZATION’S VALUE. AS A RESULT OF SUCH
INCONGRUENCE, CONFLICTS MAY ARISE OVER SUCH
THINGS AS GOALS OR THE MANNER IN WHICH THE
GOALS WILL BE ACHIEVED.
 EXPOUSED VERSUS ENACTED
VALUES
• WHAT THE COMPANY PROMOTES AS ITS OWN VALUE MAY BE
DIFFERENT FROM WHAT IS PRACTICED BY THE
ORGANIZATION’S INDIVIDUAL MEMBERS. AS SUCH MAY BE
CLASSIFIED AS EITHER (1) EXPOUSED, OR (2) ENACTED VALUE.
• EXPOUSED VALUES ARE WHAT MEMBERS OF THE
ORGANIZATION SAY THEY VALUE.
• THOSE THAT ARE REFLECTED IN THE ACTUAL BEHAVIOR OF THE
INDIVIDUAL MEMBERS OF THE ORGANIZATION ARE REFERRED
TO AS ENACTED VALUES.
 INSTRUMENTAL AND TERMINAL
VALUES
• TERMINAL VALUES- REPRESENT THE GOALS THAT A PERSON
WOULD LIKE TO ACHIEVE IN HIS OR HER LIFETIME. EXAMPLE
OF TERMINAL VALUES ARE HAPPINESS, LOVE, PLEASURE, SELF-
RESPECT AND FREEDOM.
• INSTRUMENTAL VALUES- REFERS TO PREFERABLE MODES OF
BEHAVIOR OR MEANS OF ACHIEVING THE TERMINAL VALUES.
EXAMPLE OF INSTRUMENTAL VALUES ARE AMBITION,
HONESTY, SELF-SUFFICIENCY, AND COURAGEOUSNESS.
 ATTITUDES
ATTITUDE ARE IMPORTANT IN THE STUDY OF HUMAN BEHAVIOR.
THIS IS SO BECAUSE THEY ARE LINKED WITH PERCEPTION,
LEARNING, EMOTIONS, AND MOTIVATIONS.
ATTITUDES ALSO FORM THE BASIS FOR JOB SATISFACTION IN
THE WORKPLACE.
ATTITUDES ARE FEELINGS AND BELIEFS THAT LARGELY
DETERMINE HOW EMPLOYEES WILL PERCEIVE THEIR
ENVIRONMENT, COMMIT THEMSELVES TO INTENDED ACTIONS,
AND ULTIMATELY BEHAVE.
ATTITUDES REFLECT HOW ONE FEELS ABOUT SOMETHING.
 THE MAIN COMPONENTS OF
ATTITUDES

•1. COGNITIVE
•2. AFFECTIVE
•3. BEHAVIORAL
 COGNITIVE COMPONENT

•AN ATTITUDE REFERS TO

THE OPINION OR BELIEF
SEGMENT OF AN
ATTITUDE.
 AFFECTIVE COMPONENT

•AN ATTITUDE REFERS TO

THE EMOTIONAL OR
FEELINGS SEGMENT.
 BEHAVIORAL COMPONENT

•AN ATTITUDE REFERS TO THE

INTENTION TO BEHAVE IN A
CERTAIN WAY TOWARD
SOMEONE OR SOMETHING.
 DIFFERENCE IN PERSONAL
DISPOSITION
•PEOPLE DIFFER IN THEIR PERSONAL
DISPOSITION. SOME HAVE ATTITUDES
THAT ARE POSITIVELY AFFECTIVE, WHILE
SOME HAVE NEGATIVELY AFFECTIVE
ATTITUDES.
 POSITIVE AFFECTIVELY

•REFERS TO PERSONAL CHARACTERISTIC

OF EMPLOYEES THAT INCLINES THEM
TO BE PREDISPOSED TO BE SATISFIED AT
WORK. PEOPLE WHO HAVE POSITIVE
AFFECTIVELY ARE OPTIMISTIC, UPBEAT,
CHEERFUL, AND COURTEOS.
 NEGATIVE AFFECTIVELY

• IS A PERSONAL CHARACTERISTIC OF
EMPLOYEES THAT INCLINES THEM TO BE
PRESDISPOSED TO BE DISSATISFIED AT WORK,
PEOPLE WHO HAVE NEGATIVE AFFECTIVITY ARE
GENERALLY PESSIMISTIC, DOWNBEAT, HIRING,
AND PROMOTION COULD BE MADE BETTER.
 HOW ATTITUDES ARE FORMED?

•IT CAN BE FORMED INTO TO

METHODS INFLUENCE ATTITUDE
FORMATION” AND DIRECT
EXPERIENCE AND INDIRECT MEANS
OF SOCIAL LEARNING.
 MOST IMPORTANT ATTITUDES IN
THE WORKPLACE

•1. JOB SATISFACTION

•2. JOB INVOLVEMENT; AND
•3. ORGANIZATIONAL
COMMITMENT
 EFFECTS OF EMPLOYEE

•1. POSITIVE JOB

ATTITUDES; OR
•2. NEGATIVE JOB
ATTITUDES
• POSITIVE JOB ATTITUDES
- INDICATES JOB SATISFACTION AND ARE
USEFUL IN PREDICTING CONSTRUCTIVE BEHAVIOR.
E.G “ I ENJOY WEARING MY OFFICE UNIFROM”
NEGATIVE JOB ATTITUDES
- USEFUL IN PREDICTING UNDESIRABLE
BEHAVIOR.
E.G “THE OFFICE ASSIGNED TO ME DOES NOT
SPEAK WELL OF MY POSITION”
 MAKING POSITIVE ATTITUDES
WORKS FOR THE ORGANIZATION
•PEOPLE WITH POSITIVE WORK
ATTITUDES MAKE IT EASY FOR
THE ORGANIZATION TO
ACHIEVE ITS OBJECTIVES.
 JOB SATISFACTION
REFERS TO THE POSITIVE FEELING ABOUTS ONE’S JOB RESULTING FROM AN EVALUATION
OF ITS CHARACTERISTIC. WHEN THE FEELING ABOUT ONE’S JOB IS NOT POSITIVE, THE
APPROPRIATE THE JOB DISSATISFACTION.
WHEN PEOPLE ARE SATISFIED WITH THEIR JOBS, THE FOLLOWING BENEFITS BECOME
POSSIBLE:
1. HIGHLY 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 SATISGACTION
 FACTORS ASSOCIATED WITH JOB
SATISFACTION
• 1. SALARY- ADEQUACY OF SALARY AND PERCIEVED EQUITY
COMPANY WITH OTHERS.
• 2. WORK ITSELF- THE EXTENT TO WHICH JOB TASKS ARE
CONSIDER INTERESETING AND PROVIDE OPPURTUNITIES FOR
LEARNING IN ACCEPTING RESPONSIBILITY.
• 3. PROMOTION OPPURTUNITY- CHANCES FOR FURTHER
ADVANCEMENT.
• 4 QUALITY OF SUPERVISION- TECHNICAL COMPOTENCE AND
INTERPERSONAL SKILLS OF ONE’S IMMEDIATE SUPERIOR.
• 5. RELATIONSHIP WITH CO-WORKERS- THE EXTENT TO WHICH
WORKERS ARE FRIENDLY, COMPETENT, AND SUPPORTIVE.
• 6. WORKING CONDITION- THE EXTENT TO WHICH THE
PHYSICAL WORK ENVIRONMENT IS COMFORTABLE AND
SUPPORTIVE OF PRODUCTIVE.
• 7. JOB SECURITY- THE BELIEFS THAT ONE’S POSITION IS
RELATIVE ECURE AND COTINUED EMPLOYMENT WITH THE
ORGANIZATION A REASONABLE EXPECTATION.
 WAYS OF MEASURING JOB
SATISFACTION
• SINGLE GLOBAL RATING METHOD- REFERS TO
THAT APPROACH WHERE INDIVIDUALS ARE
ASKED TO RESPOND TO A SINGLE QUESTION.
• SUMMATION SCORE METHOD- IS AN
APPROACH WHERE INDIVIDUALS INDICATE
THEIR FEELINGS REGARDING EACH KEY
FACTORS OF THEIR JOB.
 JOB INVOLVEMENT
• IS ANOTHER POSITIVE EMPLOYEE ATTITUDE. IT REFERS TO THE
DEGREE TO WHICH A PERSON IDENTIFIES WITH THE JOB
ACTIVELY PARTICIPATE IN IT AND CONSIDERS PERFORMANCE
IMPORTANT TO SELF WORTH.
• A POSITIVE SELF- IMAGE IS A RESULT OF A PERSON’S HOLDING
A MEANINGFUL JOB AND ACTIVELY PERFORMING IT.
• PEOPLE WITH A HIGH DEGREE OF JOB INVOLVEMENT WILL
SELDOM BE LATE OR ABSENT. THEY ARE WILLING TO WORK
LONG HOURS IF NECESSARY AND THEY WILL STRIVE TO BE
HIGH PERFORMANCE.
 ORGANIZATIONAL COMMITMENT
• IS THE THIRD POITIVE EMPLOYEE ATTITUDE.
• OFTEN REFLECTS THE EMPLOYEE’S BELIEF IN THE MISSION AND GOAL OF THE
ORGANIZATION TO EXPEND EFFORT IN ACCOMPLISHING THEM, AND
INTENTIONS TO CONTINUE WORKING IN THE ORGANIZATION.
• ORGANIZATIONAL COMMITMENT MAY BE CATEGORIZED INTO THREE
DIMENSIONS.
• 1. EFFECTIVE COMMITMENT
• 2. CONTINUANCE COMMITMENT
• 3. NORMATIVE COMMITMENT
 AFFECTIVE COMMITMENT

•REFERS TO THE EMPLOYEE’S

EMOTIONS ATTACHMENT TO
THE ORGANIZATION AND
BELIEFS IN ITS VALUES
 CONTINUANCE COMMITMENT

•REFERS TO THE EMPLOYEE’S

TENDENCY TO REMAIN IN AN
ORGANIZATION BECAUSE HE
CANNOT AFFORD TO LEAVE.
 NORMATIVE COMMITMENT

•REFERS TO AN OBLIGATION
TO REMAIN WITH THE
COMPANY FOR MORAL OR
ETHICAL REASON.