1、Class 4. Values, Attitudes and Job Satisfaction4.1 Values11.Concepts Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existenceImportance: 1.Laying foundation for attitudes, mot

2、ivation via influencing perceptions; 2. Individuals are not value free, standard of behavior; aligning with the organizations policy Value system:A hierarchy based on a ranking of an individuals values in terms of their intensity22.Sources of Value system result of genetic component & learningBiolog

3、ical parents.A significant portion is genetically determined; Studies of twins reared apart demonstrate that 40% of the variation in work values;the majority is due to environmentIn early years. A significant portion is established from parents,teachers,friends and otherssocietal values(culture).Lea

4、rning and educationrelatively stable and enduring. Absolute learning combined with genetic imprinting assuring33.Types of values (1)Allport Theoretical:the discovery of truth though a critical and rational approachEconomic: the useful and practicalAesthetic: Form and harmonySocial: the love of peopl

5、ePolitical:Acquisition of power and influenceReligious:The unity of experience & understanding of the cosmos as a whole43.Types of values (2)Roceach values survey(RVS)Terminal: Desirable end-states of existence; the goals to pursue during ones lifetime comfortable(exciting)life,sense of accomplishme

6、nt,world of peace(beauty),equality,family(nation) security,freedom, happiness,inner harmony,mature love,pleasure,salvation, self-respect,social recognition,true friendship,wisdom.Instrumental:preferable modes of behavior or means of achieving ones terminal values ambitious,broad-minded,capable,cheer

7、ful,clean, honest, courageous,forgiving,helpful, imaginative,independent, intellectual,logical,loving,obedient,polite,responsible,self-control53.Types of values (2)Roceach values survey(RVS)Mean value rankings of Executive, Self-resect ,Family-se, freedom, sense of acco, happiness honest, responsibl

8、e, capable, ambitious, independent ; union members, family-secu, Freedom, happiness, self-respect, mature love responsible, honest, courageous, independent, capable activists Equality,world of peace, family-s honest happiness courageous, helpful, courageous, responsible, capable 63.Types of values (

9、3)Contemporary work cohortsProtestant work ethic:hard work; conservative; loyalty to the organizationExistential:Quality of life,nonconforming,seeks autonomy; loyalty to self; 1960s-mid-1970sPragmatic:Success,achievement,ambition,hard work; loyalty to career; mid-1970s-late 1980sGeneration X:Flexibi

10、lity,job satisfaction,leisure time; loyalty to relationships 1990s74.Values,Loyalty & Ethical BehaviorA decline in ethical standards? Self-centered4 stages: The action of managers bosses is the most important factor influencing ethical behavior in organizations. 8Class 4. Values, Attitudes and Job S

11、atisfaction4.2 Attitudes 91.ConceptEvaluative statements or judgement concerning objects,people,or events 3 componentscognitive component-the opinion or belief segment of an attitude(value statement)affective component- emotional or feelingbehavioral component-An intention to behave in a certain way

12、 toward someone or sth.Essentially refers to the affect part102.Sources of AttitudesAcquired from parents,teachers,peer group membersborn withearly years,model or imitate those one admire,respect,fearless stable(in contrast to values),affect job behavior113. Types of Attitudes job-related attitude(w

13、ork environment)Job satisfaction-an individuals general attitude toward his or her job(almost =)Job involvement-the degree to which a person identifies with his(her)job, actively participates in it, consider the performance important to self-worth. negatively related to absenteeism,resignation rates

14、; more consistently predict turnover than absenteeism;16% variance123. Types of Attitudes job-related attitude(work environment)Organizational commitment- the degree to which an employee identifies with a particular organization and its goals,and wishes to maintain membership in it. negative relatio

15、nships between Organizational commitment and absenteeism,turnover; better indicator of turnover than job satisfaction predictor,34% variance134. Attitudes and ConsistencyPeople seek consistency among their attitudes & between their attitudes & behaviorseek to reconcile divergent attitudes and align

16、their attitudes & behavior so they appear rational and consistent-Equilibrium stateAltering their attitudes or behavior,developing a rationalization for their discrepancy145.Cognitive Dissonance Theory Leon Festinger proposed in late 1950s,sought to explain the linkage between attitudes & behavior C

17、ognitive Dissonance-any incompatibility between 2 or more attitudes or between attitudes & behaviorany form of inconsistency is uncomfortable for one to attempt to reduce.-a stable state where there is a minimum of dissonancethe determinant factors:the importance of the elements, the degree of influ

18、ence one believes,the rewards that may be involved in dissonance156.Measuring the A-B relationship the relationship between attitudes & behavior Early research assumption,causal related; challenging in the late 1960s: unrelated or alightly; More recent research: moderator, contingency.moderating var

19、iables: 1.specific, attitudes to “environment” “recycling”,the more significant 2.social constraints on behavior. Group pressure 3.experience with the attitude in questionself-perception theory:attitudes are used after the fact to make sense out of an action that has already occurred.167. Attitudes

20、Surveys Obtaining information about employee attitudes to predict behavior in organizational contextEliciting responses from employees though questionnaire about how they feel about their jobs, work groups,supervisors,&/or organization 5 rating scaleresults frequently surprise management.the worst c

21、omplaintregular surveys supply feedback on employees perception178. Attitudes & work force diversityConcerned with changing attitudes to reflect shifting perspectives on racial,gender,& other diversity issuesinvesting in training to reshape attitudes of employeesself-evaluation phase,group discussio

22、n or panel,additional activities-volunteer work in community or social service188. Attitudes & work force diversityChanging attitudes to reflect shifting perspectives on racial,gender,and other diversity issuesdiversity training program-self-evaluation phase,group discussion or panels,do volunteer w

23、ork in community or social service centers19Class 4. Values, Attitudes and Job Satisfaction4.3 Job Satisfaction -dissect the concept more carefully 201. Measuring Job SatisfactionAn individuals general attitude toward his jobjob elements:obvious activities,require interaction with coworkers & bosses

24、,following rules & policies, meeting performance standards,living with working conditions single global rating:respond to 1 questionsummation score(more accurate?):job facets-nature,supervision, present pay,promotion opportunities,relation with coworkerssimplicity wins out over complexity?212. The s

25、tatus of Job Satisfaction in the workplace today Held c. over time:70-80% of American workers reported their Satisfaction-=65,92%;=25,73%Table 5-5:aspects, fewer that half gratified with pay, recognition,advancement opportunityexplanation: 1.inconsistencies between satisfaction & staying with their

26、jobs-choose the same again? 2.genetics. Variables are not important, disposition toward life were carried over-positive or negative, hold over time 223.Determinants of Job SatisfactionWhat job-related variables conducive to Satisfaction?Mental challenging workequitable rewardssupportive working conditionssupportive collea