Research Paper on Impact of Attitude on Job Satisfaction
ABSTRACT
The study aims at exploring the impact of organizational commitment, emotions, cognition, behavior, cognitive dissonance and core self-evaluation on job satisfaction. Data are collected from the Bangladesh Development Bank Limited (BDBL); it is a wholly state-owned commercial bank in Bangladesh. There are 26 departments in BDBL. The data was collected from each department through questionnaires. Our judgments are not only based on the questionnaire but also on our perceptions obtained from conversations with the employees and other observations. The survey showed positive and negative relations with job satisfaction. It was clear after the survey that high organizational commitment, high core self-evaluation and positive behavior towards the organization resulted in high job satisfaction. Whereas emotion should be controlled by employees to achieve satisfaction on the job. On the other hand cognition is a controversial issue. High cognition may either affect satisfaction of an employee positively or negatively. The relationship between job satisfaction and cognitive dissonance is negatively related. The findings suggest incorporating these attitudes of employees may provide organizations with the potential to improve job satisfaction significantly.
Keywords: Organizational commitment, emotions, cognition, behavior, cognitive dissonance, core self-evaluation, job satisfaction.
INTRODUCTION
"Job satisfaction is defined as "the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs” This definition says job satisfaction is a general or global affective reaction that individuals hold about their job (Stahl & Michael, 2004). The traditional job satisfaction facets include: co-workers, pay, job conditions, supervision, nature of the work and benefits. Job satisfaction mainly implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Further, job satisfaction implies enthusiasm and
The study aims at exploring the impact of organizational commitment, emotions, cognition, behavior, cognitive dissonance and core self-evaluation on job satisfaction. Data are collected from the Bangladesh Development Bank Limited (BDBL); it is a wholly state-owned commercial bank in Bangladesh. There are 26 departments in BDBL. The data was collected from each department through questionnaires. Our judgments are not only based on the questionnaire but also on our perceptions obtained from conversations with the employees and other observations. The survey showed positive and negative relations with job satisfaction. It was clear after the survey that high organizational commitment, high core self-evaluation and positive behavior towards the organization resulted in high job satisfaction. Whereas emotion should be controlled by employees to achieve satisfaction on the job. On the other hand cognition is a controversial issue. High cognition may either affect satisfaction of an employee positively or negatively. The relationship between job satisfaction and cognitive dissonance is negatively related. The findings suggest incorporating these attitudes of employees may provide organizations with the potential to improve job satisfaction significantly.
Keywords: Organizational commitment, emotions, cognition, behavior, cognitive dissonance, core self-evaluation, job satisfaction.
INTRODUCTION
"Job satisfaction is defined as "the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs” This definition says job satisfaction is a general or global affective reaction that individuals hold about their job (Stahl & Michael, 2004). The traditional job satisfaction facets include: co-workers, pay, job conditions, supervision, nature of the work and benefits. Job satisfaction mainly implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Further, job satisfaction implies enthusiasm and