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Lesson 4: Values, Attitude & Job Satisfaction: How People Learn Values

This document discusses values, attitudes, and job satisfaction. It defines values as enduring beliefs that guide behavior and attitudes as feelings and beliefs that influence perception and behavior. Values are learned through modeling, communication, religion, and implied attitudes. There are terminal and instrumental values. Attitudes have cognitive, affective, and behavioral components and are formed through direct experience and social learning. Job satisfaction is influenced by salary, the work itself, promotion opportunities, quality of supervision, relationships, working conditions, and job security. Positive attitudes predict constructive behavior while negative attitudes predict undesirable behavior.

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169 views

Lesson 4: Values, Attitude & Job Satisfaction: How People Learn Values

This document discusses values, attitudes, and job satisfaction. It defines values as enduring beliefs that guide behavior and attitudes as feelings and beliefs that influence perception and behavior. Values are learned through modeling, communication, religion, and implied attitudes. There are terminal and instrumental values. Attitudes have cognitive, affective, and behavioral components and are formed through direct experience and social learning. Job satisfaction is influenced by salary, the work itself, promotion opportunities, quality of supervision, relationships, working conditions, and job security. Positive attitudes predict constructive behavior while negative attitudes predict undesirable behavior.

Uploaded by

Mark
Copyright
© © All Rights Reserved
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Download as DOCX, PDF, TXT or read online on Scribd
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Lesson 4: VALUES, ATTITUDE & JOB Instrumental values refer to preferable modes of

behavior or means of achieving the terminal values. 


SATISFACTION
(Examples are ambition/honesty/self-
VALUES refer to the importance a person attaches to sufficiency/courage/forgiving
things or ideas that serves as guide to action.  It is an nature/helpfulness/self-
enduring belief that one's mode of conduct is better control/independence/obedience/open-mindedness/
than the opposite mode of conduct.  It also implies cleanliness/affection or
that values are made of a set of beliefs and may be love/politeness/rationality/responsibility/
attached to things or ideas like loyalty, teamwork, competence/cheerfulness/intelligence/imagination)
honor, obedience, and honesty.
ATTITUDES are feelings and beliefs that largely
How People Learn Values determine how employees will perceive their
1.   modeling environment, commit themselves to intended
actions, and ultimately behave.  It reflect how one
2.   communication of attitudes feels about something.

3.   unstated but implied attitudes Main Components of Attitudes


1.   cognitive = refers to the opinion or belief segment
4.   religion
of an attitude (evaluation)

Types of Values 2.   affective = refers to the emotional or feeling


1.   Achievement = a value that pertains to getting segment (feeling)
things done and working hard to accomplish goals;
3.   behavioral = refers to the intention to behave in a
2.   Helping and concern for others = refers to the certain way toward someone or something (action)
person's concern with other people and providing
assistance to those who need help; Differences in Personal Disposition
     People differ in their personal disposition.  Some
3.   Honesty = a value that indicates the person's
have attitudes that are positively affective, while
concern for telling the truth and doing what he thinks
some have negatively affective attitudes.
is right; and
Positive affectivity refers to personal characteristic of
4.   Fairness = a value that indicates the person's
employees that inclines them to be predisposed to be
concern for impartiality and fairness for all concerned
satisfied at work.
There is value incongruence if the individual's value is
Negative affectivity is a personal characteristic of
not in agreement with the organization's value.  As a
employees that inclines them to be predisposed to be
result of such incongruence, conflicts may arise over
dissatisfied at work.
such things as goals or the manner in which the goals
will be achieved.
How Attitudes are Formed  
Attitudes are formed through learning.  The two
Espoused values are what members of the
methods that mostly influence attitude formation
organization say they value.
are direct experience and indirect means of social
Enacted values are reflected in the actual behavior of learning.
the individual members of the organization.
Most Important Attitudes in the Workplace
Terminal values represent that goals that a person 1.   job satisfaction
would like to achieve in his or her lifetime. 
2.   job involvement
(Examples are happiness/pleasure/self-
respect/freedom/world peace/equality/ 3.   organizational commitment
achievement/inner peace/beauty in art and
nature/family security/salvation/friendship/ mature Effects of Employee Attitudes
love/wisdom/prosperity/national security/social      Attitudes provide clues to the behavioral
respect/exciting, active life) intentions or inclinations of an employee.  The
manner in which a person will act can be gleaned
from his attitudes.
Classification of Employee Attitudes 4.   Quality of Supervision = the
1.   positive job attitudes indicates job satisfaction and technical competence and the interpersonal skills of
are useful in predicting constructive behaviors like one's immediate superior;
serving customers beyond official working hours, and
performing excellently in all aspects of their jobs. 5.   Relationship with Co-workers = the extent to
which co-workers are friendly, competent, and
2.   negative job attitudes are also useful in predicting supportive;
undesirable behavior.  It includes those concerning
job dissatisfaction, lack of job involvement, low 6.   Working Conditions = the extent to which the
commitment to the organization, and strong negative physical work environment is comfortable and
words. supportive of productivity; and

When employees are dissatisfied with their jobs, 7.   Job Security = the beliefs that one's position is
they will have a strong tendency to engage in any or relatively secure and continued employment with the
all of the following: organization is a reasonable expectation.

1.   psychological withdrawal like daydreaming on the JOB INVOLVEMENT refers to the degree to which a
job; person identifies with the job, actively participates in
it, and considers performance important to self-
2.   physical withdrawal like unauthorized absences, worth.
early departures, extended breaks, or work
slowdowns; ORGANIZATIONAL COMMITMENT reflects the
employee's belief in the mission and goals of the
3.   aggression, like verbal abuse or dangerous organization, willingness to expend effort in
actions against another employee. accomplishing them, and intentions to continue
working in the organization.
JOB SATISFACTION refers to the positive feeling
about one's job resulting from an evaluation of its Dimensions of Organizational Commitment
characteristics. 1.   Affective commitment = refers to the employee's
emotional attachment to the organization and belief
Benefits when people are satisfied with the job: in its values

1.   high productivity 2.   Continuance commitment = refers to the


employee's tendency to remain in an organization
2.   a stronger tendency to achieve customer loyalty because he cannot afford to leave.

3.   loyalty to the company 3.   Normative commitment = refers to an obligation


to remain with the company for moral or ethical
4.   low absenteeism and turnover reason.

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 to which job tasks are


considered interesting and provide opportunities for
learning and accepting responsibility;

3.   Promotion Opportunity = chances for further


advancement;

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