VALUES , ATTITUDES

&

JOB SATISFACTION

JOB
SATISFACTION
An important concern for both
employer and employee.
This is so because of the

benefits it brings to both

VALUES
Refers to the IMPORTANCE a

person attaches to things or

ideas that serves as a guide to
ACTION.
Enduring beliefs that ones
mode of conduct is better than
the opposite mode of conduct.
It is a set of belief.
Values are learned

How people learn Values???

Modelling
Communication of attitudes
Unstated but implied attitudes
Religion

MODELING
Parents, teachers, friends and

other people oftentimes become

models to persons who would later
exhibit good behavior in the
workplace

COMMUNICATION OF
ATTITUDES
When a person often hears from

acquaintances the risk of buying products

imported from a certain country, the person
may develop negative values about the

UNSTATED BUT IMPLIED

ATTITUDES
Implied by way of action

RELIGION
Values are also learned through

religion
Just a fair treatment of people is a
value that is taught by priest and
minister of various religious sects.

TYPES OF VALUES
Classified in various ways

1. Achievement- Value that pertains

to getting things done and working
hard to accomplish goals
2. Helping and concerns for
others- refers to the persons
concern with other people and
providing assistance to those who
need help;

3. Honesty- This is a value that

indicates the persons concern
for telling the truth and doing
what he thinks is right.
4. Fairness This is a value that
indicates the persons concern
for impartiality and fairness for
all concerned.

Individual versus Organizational

Valuees
ORG.
VALUES

When congruent with

The
individu
als
values
equals

POSITIVE
FEELINGS

ORG.
VALUES

When incongruent with

The
individu
als
values
equals

CONFLICTS

ESPOUSED VS
ENACTED VALUES
ESPOUSED VALUES- are what

members of the organization

say they value.
ENACTED VALUES- the actual

behavior of the individual

members of the organization

INSTRUMENTAL AND
TERMINAL VALUES
Terminal Values- may represents the

goals that a 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.

ATTITUDE

Attitudes
They are link with perception, learning,

emotions, and motivation.

Attitudes also form a 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.

Main Component of Attitudes

1. Cognitive- refers to the opinion

or belief segment
2. Affective- refers to the
emotional or feeling segment
3. Behavioral- refers to the
intention to behave in a certain
way toward something or
someone.

How attitudes are formed

They are formed through LEARNING.
Two methods
DIRECT EXPERIENCE- Information

stored in the human minds, and they

are most accessible.
Ex. Unpleasant Experience
INDIRECT EXPERIENCE- these are
result of social interactions with family,
peer group, religious organizations, and
culture.

Effects of Employee Attitudes

(partial Indication)
Employ
ee
Attitud
es
POSITIV
E
Job
involvem
ent

Organizati
onal
Job
Commitme
Satisfacti
nt
on

Performing
excellently in all
job aspects.

Serving
customers
beyond working

NEGATI
VE

Lack of
Job
Involvem
ent
Job
Dissatisfac
tion

Low
organizatio
nal
Commitme
nt

Day
dreaming
Unauthorized
absences, early
departures, extended
breaks and work
Verbal
abuse,
slowdowns
dangerous actions
against another

Employee Attitudes:
Positive job attitudes- indicates job

satisfaction and are useful in predicting

constructive behaviours like serving customers
beyond official working hours and performing
excellently in all aspect of their jobs.
Negative job attitudes- are also useful in

predicting undesirable behavior. Negative job

attitudes include those concerning job
dissatisfaction, lack of job involvement and low
commitment to the organization.

JOB
SATISFACTIO
N

Job Satisfaction:
Its the attitude people have about

their job.
It refers to the POSITIVE FEELING

about ones job resulting from an

evaluation of its characteristics.
If its NEGATIVE FEELING, then it

refers to as job dissatisfaction.

Benefits for when people are

satisfied with their jobs
1. High Productivity
2. A strong 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 to which job
tasks are considered interesting and provide
opportunities for learning and accepting
responsibility;
3. PROMOTION OPPORTUNITY- Chance for
further advancement
4. QUALITY OF SUPERVISION- The technical
competence and the interpersonal skills of
ones immediate superior;

5. RELATIONSHIP WITH CO-WORKERS- the

extent to which co workers are friendly,

competent and supportive;
6. WORKING CONDITIONS- the extent to
which the physical work environment is
comfortable and supportive of productivity;
7. JOB SATISFACTION- the beliefs that ones
position is relatively secure and continued
employment with the organizations
reasonable expectation.

Ways of Measuring Job

Satisfaction
1. The Single Global Rating

Method
2. The summation Score

Method

SINGLE GLOBAL RATING

METHOD
Respondents indicate answers by putting
check ( / ) before any number from 1 to 5
1. HIGHLY SATISFIED
2. MODERATELY SATISFIED
3. INDIFFERENT
4. MODERATELY DISSATISFIED
5. HIGHLY DISSATISFIED

SUMMATION SCORE METHOD

1. WORK ITSELF
%
2. SALARY
%
3. PROMOTION OPPORTUNITIES
%
4. SUPERVISION
%
5. CO- WORKERS
%

JOB INVOLVEMENT
Is another employee attitude.
Refers to the degree to which a

person identifies with the job,

actively participate in it, and
considers performance
important to self- worth.

ORGANIZATIONAL
COMMITMENT
Is a third positive employee attitude
Refers to the degree to which an

employee identifies with a particular

organization and its goals and wishes
to maintain membership in the
organization.
Willingness
to expend effort in
accomplishing organizational goals
and intentions to continue working in
the organization.

ORGANIZATIONAL
COMMITMENTS
(3) DIMENSIONS:
1. Affective Commitment
2. Continuance Commitment
3. Normative Commitment

AFFECTIVE COMMITMENT
Refers to the employees emotional

attachment to the organization and

belief in its values.

NORMATIVE COMMITMENT
refers to the obligation to

remain with the company

for moral or ethical
reasons.

CONTINUANCE COMMITMENT
Refers to the employees

tendency to remain in an
organization because he
cannot afford to leave.
Reasons:
ECONOMIC
NON-ECONOMIC