Attitude
Attitude @ Workplace

Ajzen’s theory of planned behaviour

Attitudes
“…Reflect an individual’s persistent tendency to think, feel and behave towards an object in a particular way involving favor or disfavor.”

Attitudes
Evaluative
statements or judgments concerning objects, people, or events.

Cognitive component
The opinion or belief segment of an attitude.

Affective Component
The emotional or feeling segment of an attitude. Behavioral Component
An intention to behave in a certain way toward someone or something.

Attitudes: From Beliefs to BehaviorPerceived Environment
Cognitive
process

Emotional process Beliefs
Attitude

Emotional
Episodes

Feelings
Behavioral
Intentions

Behavior

What are the Major Job Attitudes?









Job Satisfaction
Organizational Commitment
Psychological Contract
Perceived Organizational
Support (POS)
Job Involvement
Psychological Empowerment
Employee Engagement

Are These Job Attitudes Really Distinct?

Work Attitudes
- Job Satisfaction
-Organizational Commitment

Moderating Variables & Managing Attitudes


The most powerful moderators of the attitude-behavior relationship are:







Importance of the attitude
Correspondence to behavior
Accessibility
Existence of social pressures
Personal and direct experience of the attitude
Attitudes

Predict

Behavior

Moderating Variables
Managing Attitudes depends on managing the Moderating Variables

Job Satisfaction
A person's evaluation of his or her job and work context.
A collection of attitudes about specific facets of the job



Sources of Job Satisfaction
Relation with Job Behaviour/ Performance

Employee Responses to
Dissatisfaction Active
Exit

Voice

• Behavior directed toward leaving the organization

• Active and constructive attempts to improve conditions

Constructive

Destructive
Neglect

Loyalty

• Allowing

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