Meaning and Types of Attitudes in Organizational Behavior

Meaning and Types of Attitudes in Organizational Behavior

ByAfiya Aga
Types of Attitudes in Organizational Behavior
Types of Attitudes in Organizational Behavior

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

Job Satisfaction
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
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

Organizational Commitment
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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Relaxation and meditation: Practices such as deep breathing, yoga, and mindfulness help calm the mind. Cognitive therapy: Changing negative thought patterns to positive ones through techniques such as cognitive restructuring. Social support: Seeking help and emotional support from family, friends, or support groups can reduce stress. Role clarification: Clearly understanding job roles and expectations can prevent confusion and reduce stress. Engaging in hobbies: Doing activities such as painting, music, or reading helps in relaxation and mental refreshment. 2. Organizational approach to stress management Organizations can adopt strategies to create a less stressful work environment. Selection and placement: Hiring employees based on their skills and job compatibility reduces job stress. Use of realistic goal setting: Setting achievable and clear goals helps employees feel motivated rather than overwhelmed. 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Regular exercise keeps our body and mind both strong. How to implement? Go for a walk or jog every morning. Join a sport like badminton, swimming or football. Do simple home exercises like stretching or skipping. Dance to your favorite songs for fun and movement. Example: Amit an office worker started feeling stressed out after sitting at his desk all day. He started taking short walks during his lunch breaks and joined a weekend football club. Soon, he started feeling more energetic and less stressed. A person in good physical health is likely to be more active and confident in the workplace and in life than a person who does not do physical exercise. 3. Relaxation and Meditation This indicates certain ways with the help of which an individual can relax his/her body and mind. Relaxing the mind and body can reduce stress and increase the ability to concentrate. Meditation helps calm thoughts and bring inner peace like yoga and meditation. How to implement? • Practice deep breathing: breathe in for 4 seconds, hold for 4 seconds, and exhale for 4 seconds. • Try yoga or stretching exercises. • Listen to calming music or nature sounds. • Spend some quiet time alone, away from noise. Example: Neha, a school teacher, often felt exhausted by the end of the day. She started practicing meditation for 10 minutes before bedtime. Within a few weeks, she began feeling calmer and more relaxed. 4. Cognitive Therapy (Changing Negative Thinking) Cognitive therapy is a way to reduce stress by changing negative thoughts into positive ones. Many times, stress comes from the way we think about a situation, not the situation itself. If we learn to think differently, we can feel less stressed and more confident. So we should always look everything in positive aspects. How to implement? Instead of saying, "I can't do this," say, "I'll try my best." Focus on solutions instead of worrying about problems. Remind yourself of past successes to build confidence. Avoid overthinking and take action. Example: Rahul failed an exam and thought, "I'm worthless." His friend suggested he focus on what went wrong and study better next time. He changed his thinking and worked harder, which led to better marks on the next exam. 5. Social support Having strong social support is one of the best ways to manage stress. When we talk to someone about our problems, we feel lighter and less alone. Sharing concerns with family, friends, or support groups can provide emotional comfort, advice, and encouragement. How to implement? Call a close friend when you feel stressed. Spend quality time with family members. Join a support group or community where people understand your troubles. Seek professional help if needed. Example: Sarah, a working mother, felt stressed handling office work and household chores. She began discussing her problems with her sister, who gave her helpful advice and emotional support. This made her feel less lonely. 6. Role clarification (understanding job responsibilities) Sometimes, confusion about what we are expected to do can lead to stress. When roles and responsibilities are not clear, it leads to confusion, frustration and pressure. Role clarification means understanding what we have to do, what others expect from us and how to complete our tasks efficiently. How to implement? Ask your boss or teacher about unclear instructions. Set clear boundaries between work and personal life. Make a list of responsibilities to stay organized. Example: Vikram started a new job but wasn’t sure about his tasks. Instead of stressing, he asked his manager for clear instructions. Once he understood his role, he felt more confident and less stressed. 7. Take up a hobby Hobbies are a great way to relax and get a break from daily stress. When we do something, we love, it helps to calm the mind, refresh energy, and increase happiness. Engaging in hobbies also keeps us mentally active and gives us a sense of accomplishment. How to implement? Read books or listen to audiobooks. Paint, draw or do creative activities. Play a musical instrument or listen to music. Cook, bake or try a new recipe. Spend time gardening or in nature. Example: Meera, a bank employee, felt stressed after working long hours. She started painting on weekends, which made her feel calm and refreshed for the week ahead. 2. Organizational Approaches to Stress Management Organizations play a major role in reducing stress at the workplace. A stressful work environment affects employee productivity, motivation, and well-being. By adopting the right strategies, companies can create a healthier and more positive workplace. 1. Selection and Placement Hiring the right person for the right job helps reduce stress at the workplace. When employees are placed in roles that match their skills and interests, they perform better and feel more satisfied. How to implement? Conduct proper interviews and skill assessments before hiring. Assign roles based on the strengths and experience of employees. Ensure that new employees get proper training to handle their tasks. Example: A company hired Ramesh as a software developer, but he was more skilled in database management. Due to the mismatch, he felt stressed. Later, the company reassigned him to a database role where he performed well and felt happy. 2. Use realistic goal setting Setting goals is important for productivity and success, but unrealistic goals can cause unnecessary stress and frustration. When employees are given impossible deadlines or excessive workloads, they feel overwhelmed, which can lead to burnout and decreased motivation. Realistic goal setting ensures that employees stay motivated, focused, and stress-free. How to implement? Set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound). Break large projects into smaller, manageable tasks. Review goals regularly and adjust them if needed. Example: Mira's manager gave her an impossible deadline, which made her anxious. After discussing it, they set a more realistic deadline, allowing her to complete the task without stress. 3. Redesign jobs A well-structured and flexible job role helps employees stay engaged, productive and stress-free. When job roles are too rigid, monotonous or cumbersome, employees can feel frustrated, unmotivated and stressed. Job redesign focuses on making jobs more interesting, meaningful and tailored to employees' skills and interests. How to implement? Make jobs more flexible with work from home or hybrid options. Rotate tasks to prevent monotony. Make sure employees have some degree of control over their work. Example: A company allowed employees to choose flexible work hours. This helped reduce stress, especially for working parents who balance office and family life. 4. Supervisory training Managers and supervisors should be trained to create a positive work culture. A supportive manager helps employees better manage stress. Managers and supervisors play a very important role in reducing stress at the workplace. A supportive and well-trained supervisor can create a positive work culture, motivate employees and help them manage stress effectively. On the other hand, poor management can lead to stress, dissatisfaction and burnout at the workplace. How to implement? Train supervisors in leadership, empathy, and communication. Encourage managers to provide feedback and praise. Make sure managers support work-life balance. Example: A manager noticed her team was overworked. She initiated weekly check-ins to discuss workloads and offer support. This made employees feel valued and reduced stress. 5. Stress Counseling Stress in the workplace is common, but if not properly managed, it can lead to burnout, low productivity, and even mental health issues. Providing counseling services at the workplace can help employees manage stress better, improve their emotional well-being, and perform better at their jobs. How to implement? Provide stress management workshops. Provide access to professional counselors for mental health support. Encourage employees to talk openly about stress without fear. Example: A company started an employee assistance program (EAP) where employees could talk to counselors confidentially. Many employees used this service to manage stress and work better. 6. Improve working conditions A stressful work environment due to poor lighting, noise or uncomfortable seating can have a negative impact on the mental health of employees. Improving workplace conditions can reduce stress and increase efficiency. How to implement? Ensure proper lighting, ventilation and ergonomic seating arrangements. Reduce noise levels and distractions. Create resting areas where employees can take short breaks. Example: A company replaced uncomfortable chairs with ergonomic chairs and introduced quiet areas for focused work. Employees reported feeling more comfortable and less stressed. 7. Change the organizational structure A complex and rigid organizational structure can cause confusion, miscommunication, and unnecessary stress. Making structural changes can streamline workflow and reduce pressure. A complex and rigid organizational structure can lead to confusion, miscommunication and workplace stress. When employees do not clearly understand reporting lines, decision-making processes or job roles, they feel frustrated and overwhelmed. By making structural changes, organizations can improve workflow, increase communication and create a more stress-free work environment. How to implement? Reduce unnecessary bureaucracy and simplify processes. Improve communication between departments. Encourage a culture of teamwork and collaboration. Example: A company reduced the number of approval levels for project decisions. This made processes faster, reduced frustration, and improved employee satisfaction. Faq What is stress management? Stress management refers to the techniques and strategies used to reduce, control, or deal with stress in daily life. It helps improve mental and physical health. 2. Why is stress management important? Uncontrolled stress can lead to health problems such as anxiety, depression, and heart disease. Managing stress helps improve focus, productivity, and overall happiness. How can positive thinking help in stress management? Changing negative thoughts to positive ones reduces anxiety and boosts confidence. Instead of saying, “I can’t do it,” try saying, “I’ll try my best.” Positive thinking helps to stay calm and focused. How does exercise help in stress management? Exercise releases endorphins (happiness hormones) that improve mood and reduce stress. Activities like walking, running, yoga, and dancing can help refresh the mind and body. Can stress be completely eliminated? No, stress is a natural part of life, but it can be managed effectively. The main thing is to handle it in a healthy way rather than letting stress take over your life. How to manage stress effectively? To manage stress effectively, prioritize tasks, exercise regularly, practice relaxation techniques and maintain a positive mindset. Get social support, take short breaks, pursue hobbies and maintain a balance between work and personal life. Staying organized and adopting healthy habits can help keep stress under control. Conclusion If stress is not managed, it can affect health, happiness, and work performance. However, by using healthy habits and positive thinking, individuals can stay relaxed and focused. Similarly, organizations that take care of their employees create better work environments. With the right strategies, both individuals and workplaces can reduce stress and improve well-being. A stress-free mind leads to a happier and more successful life!

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