Attitudes and Behavior interrelates with each other. Important attitudes such as “self-interest” (Robbins, S. P., & Judge, T. A.2007) or that identifies with a group that is valued shows a strong relationship to behavior. Job involvement, job satisfaction and organizational commitment are moderating factors that can improve the statistical relationship between employee behavior and attitudes.
An employee’s job involvement relates to how strongly they can identify with the work they care about in which they consider “their perceived work performance level important to self-worth” (Robbins, S. P., & Judge, T. A.2007). This basically means that employees who are deeply involved in their job are mostly satisfied and maintains a high performance in productivity than the employees who are dissatisfied. When an employee is satisfied with their job they are more confident and perform more positively with their productivity and maintains efficiency.
Organizational commitment is a job attitude in which an employee identifies with an organization and its goals. Affective commitment (emotional attachment). Continuance commitment (someone remaining with the organization because of the salary and benefits) Normative commitment (when an employee hesitates to leave the organization because they “don’t want to leave the employer in a lurch”) (Robbins, S. P., & Judge, T. A.2007).
Employee attitudes and behavior are important to an organization due to the negative impact that will cause a downfall in revenue and inefficient work flows in the organization. When an employee shows negative attitudes and behaviors towards their work ethics can at times negate the other employees’ behavior and attitudes, especially in a union environment.
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