Attitude is an important aspect of human behavior that influences how an individual views and interacts with his or her environment. It can be positive or negative and shapes an individual’s responses to people, objects, situations, and ideas. In the workplace, attitudes play a critical role in determining job satisfaction, job involvement, and organizational commitment. Understanding these attitudes helps to understand their overall impact on employee behavior and organizational effectiveness.
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Meaning and Definition of Attitude in Organizational Behavior
Attitude is an important variable in human behavior that helps to determine personality traits of an individual such as optimistic or pessimistic, negative or positive, etc. Attitude is a negative or positive evaluation of an object that influences the behavior of a human towards that object.
An attitude is a respond in a favorable or unfavorable manner towards people, an object, an idea or a situation. The word attitude describes a persistent tendency to feel and behave in a particular way towards some objects.”
“Attitude is basically an examination of a person, thing or situation in terms of liking or disliking.” Attitude mold a person’s behavior towards an object or a person in a negative or positive way. Often, we come across different person, situations and things in our life and we form a certain kind of view point for those persons, things or situation. That point of view may be positive or negative.
Attitude is the way a person feels or thinks about something for example some people have a very positive attitude they always feel very happy even if they have very little on the other hand some people have a very negative attitude, they exaggerate other people’s faults, speak bad about others, spread rumors and gossip.
The term attitude is often used to describe people and explain their behavior. For example: “He has a bad attitude.” “I like his attitude.” “Our employees make poor quality products because they have a bad attitude.” Attitude can be defined as a person’s feelings about other persons, objects, phenomena, or activities.
Experience plays a vital role in defining a person’s attitude. With experience, a person becomes mentally prepared about how he can react in both certain and uncertain situations.
Definition of Attitude According to Robbins- Attitude are evaluative statements either favorable or unfavorable concerning objects, people or events. They reflect how one feel about something.
Features of Attitude in Organization Behavior
- Attitudes influence behavior.
- Attitudes are acquired through learning over time.
- Attitudes are invisible, they can be seen by observing behavior.
- Attitudes are omnipresent and every person has some kind of attitude towards things.
Types of Attitudes in Organizational Behavior
1.Job Satisfaction
Positive or negative feeling towards job.
Job satisfaction is the level of satisfaction that a person feels about his job. This feeling is mainly based on the individual’s perception of satisfaction. A person with a high level of job satisfaction has a positive attitude about the job, while a person who is dissatisfied with his job has a negative attitude about the job.
A person having a negative attitude shows a personality disposition that is inclined to experience nervousness, tension, discomfort, distress, etc., while people with a positive attitude will feel happy with themselves, others, and their work. Generally, it is believed that, a high level of job satisfaction means a positive attitude towards the job and vice versa.
We are satisfied only when we get good things, like good working environment, good salary, when supervisor and colleague behave well. When an employee is getting everything good, then only he is satisfied, his attitude remains positive and when a person is not getting all these things, then he is not satisfied and has a negative attitude.
• Higher the satisfaction, the attitude will be positive and it will lead to feeling of happiness.
• Lower the satisfaction, the attitude will be negative and it will lead to stress, tension.
Different Types of Attitudes Related to Job Satisfaction:
a) Intrinsic Job Satisfaction:
i. Positive Attitude:
Meaning: The employee finds satisfaction and enjoyment in the tasks and responsibilities of his job.
Example: Feeling motivated and happy when solving complex problems or completing projects.
ii. Negative Attitude:
Meaning: The employee feels bored, disinterested, or frustrated with the core functions of his job.
Example: Feeling alienated or dissatisfied with work responsibilities and tasks.
b) Extrinsic Job Satisfaction:
i. Positive Attitude:
Meaning: The employee is satisfied with extrinsic rewards and conditions such as pay, benefits, and work environment.
Example: Being pleased with the compensation, work environment, and additional perks provided by the employer.
ii. Negative Attitude:
Meaning: The employee feels dissatisfied with extrinsic rewards and work conditions.
Example: Feeling underappreciated due to poor pay, inadequate benefits, or unpleasant work environment.
c) Overall, Job Satisfaction:
i. Positive Attitude:
Meaning: The employee generally feels satisfied and happy with his job, which includes both intrinsic and extrinsic factors.
Example: Experiencing overall job satisfaction and looking forward to going to work every day.
ii. Negative attitude:
Meaning: The employee generally feels unhappy and dissatisfied with his or her job.
Example: Feeling persistent dissatisfaction and frequently thinking about quitting.
2. Job Involvement
Job involvement refers to the extent to which an individual psychologically identifies with his or her job and views his or her job performance as important to his or her self-worth. In this we see how much a person is involved in his job, how much time and energy he is giving, how much importance he is giving. The extent to which employees are immersed in their work, invest time and energy, and see work as a central part of their lives resulting in lower absenteeism and resignations.
Employees with high level of job involvement strongly identify and really care about their work for example scientists are fully committed to their work which means high job involvement, he will attach himself to the job and a person with low involvement he will not attach himself to the job, it may also be because he does not like the job or he is not from that field.
• When a person is involved in his work, his attitude will be positive, leading to a feeling of satisfaction and happiness.
• A person who is not involved in his work and is not happy with it will have a negative attitude, resulting in his dissatisfaction.
Different Types of Attitudes Related to Job Involvement:
a) High Job Involvement:
i. Positive Attitude:
Meaning: The employee is highly engaged and strongly attached to his/her job.
Example: Being obsessed with work and putting in extra effort to excel at job tasks.
ii. Negative Attitude:
Meaning: The employee is so immersed in his/her job that he/she is neglecting other aspects of life.
Example: Experiencing burnout or stress due to excessive work involvement and neglecting personal life.
b) Low Job Involvement:
i. Positive Attitude:
Meaning: The employee maintains a healthy work-life balance and is not overly attached to his/her job.
Example: Being able to perform job duties effectively without letting work overwhelm personal life.
ii. Negative Attitude:
Meaning: The employee shows minimal interest or engagement in his/her work.
Example: Lack of motivation and effort in job tasks, leading to poor performance and productivity.
3. Organizational Commitment
The last job-attitude refers to organizational commitment. It is understood as the identification an individual has with his or her organization and the pride, he or she feels being an employee of the organization. It is defined as a state in which an employee identifies himself with a particular organization and its goals and wishes to maintain his membership in the organization.
Here, we see how loyal a person is towards his work, what is his level of commitment, what is his passion towards the organization, what is his desire to fulfil the mission of the organization and how much is his trust in the management.
Various studies show that an individual’s level of organizational commitment is a better indicator of turnover than the more frequently used job satisfaction predictor, explaining up to 34 percent of the variance. Basically, turnover and absenteeism are lower when employees have organizational commitment.
• If a person is properly committed to his organization, he will give his hundred percent and maintain a positive attitude towards the organization.
• If a person is not loyal and is considering moving to another company, and is not giving his hundred percent to achieve the mission of the organization, it shows a negative attitude towards the organization.
Different Types of Attitudes Related to Organizational Commitment:
a) Affective Commitment:
i. Positive Attitude:
Meaning: Employee feels emotionally attached and loyal to the organization.
Example: Remaining with the company due to genuine love and pride in being part of it.
ii. Negative Attitude:
Meaning: Employee feels emotionally detached from and indifferent to the organization.
Example: Lack of sense of belonging and loyalty, leading to alienation and possible switching.
b) Continuance Commitment:
i. Positive Attitude:
Meaning: Employee remains with the organization because he or she anticipates a high cost of leaving.
Example: Remaining due to lack of valuable benefits, job security, or better opportunities elsewhere.
ii. Negative Attitude:
Meaning: Employee feels trapped in the organization due to the high cost of leaving.
Example: Remaining with the company due to necessity rather than desire, leading to dissatisfaction and resentment.
c) Normative Commitment:
i. Positive Attitude:
Meaning: Employee feels a moral obligation and loyalty to remain with the organization.
Example: Remaining because of a sense of duty and commitment to the organization’s mission and values.
ii. Negative Attitude:
Meaning: The employee feels obliged to remain because of guilt or pressure rather than genuine commitment.
Example: Remaining with the organization because of perceived social or moral pressure, despite personal dissatisfaction.
Frequently asked questions of Attitude in Organizational Behavior
What is the importance of attitudes in the workplace?
Attitudes are important in the workplace because they influence how employees view their jobs, interact with co-workers and contribute to organizational goals. Positive attitudes can increase job satisfaction, job involvement and organizational commitment, which leads to increased productivity and employee retention.
What are the types of attitudes that affect job satisfaction?
Job satisfaction can be influenced by intrinsic factors (enjoyment of tasks) and extrinsic factors (pay, benefits, work environment). Positive attitudes toward these factors contribute to high job satisfaction, while negative attitudes can lead to dissatisfaction and low motivation.
How does job involvement affect employee behavior?
Job involvement reflects the extent to which employees identify with their work and view it as an integral part of their self-worth. High job involvement often results in greater dedication, effort and emotional investment in job tasks, while low job involvement can lead to disconnection and lower performance.
What is organizational commitment, and why is it important?
Organizational commitment refers to an employee’s loyalty and attachment to the organization. It influences their willingness to remain with the company, contribute to its goals, and support its values. High organizational commitment is related to lower turnover rates and higher employee morale.
How do attitudes affect organizational effectiveness?
Positive attitudes foster a supportive and motivated workforce, leading to improved performance, teamwork, and innovation. In contrast, negative attitudes can lower morale, increase turnover, and reduce overall organizational effectiveness.
Can attitudes change over time?
Yes, attitudes are not static and can change in response to experiences, interactions, and organizational factors. Effective leadership, supportive work environments, and growth opportunities can positively influence attitudes and increase employee satisfaction and commitment.
How can organizations promote positive attitudes among employees?
Organizations can promote positive attitudes by promoting open communication, providing meaningful recognition and rewards, offering professional development opportunities, and creating a supportive workplace culture that values employee well-being and growth.
What are some signs of negative attitudes in the workplace?
Signs of negative attitudes include frequent complaints, resistance to change, low morale, gossip, absenteeism, and lack of commitment to organizational goals. Addressing these signs early can help minimize their impact on team dynamics and productivity.
How can managers effectively manage attitudes in their teams?
Managers can manage attitudes by actively listening to employees’ concerns, providing constructive feedback, promptly addressing conflicts, promoting a positive work environment, and leading by example through their own positive attitudes and behavior.
What is the role of training and development in shaping attitudes?
Training and development programs can influence attitudes by enhancing skills, increasing job satisfaction through career development opportunities, and reinforcing organizational values. Continuous learning can empower employees and strengthen their commitment to the organization.
Conclusion:
In summary, attitudes significantly influence employee behavior and their relationship with their work environment. Positive attitudes toward job satisfaction, job involvement, and organizational commitment lead to higher performance, job satisfaction, and organizational loyalty. In contrast, negative attitudes can lead to dissatisfaction, alienation, and a greater likelihood of turnover. By identifying and addressing these attitudes, organizations can foster a more supportive and productive workplace, which ultimately enhances overall performance and employee well-being.
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