1. Defining attitude
• Evaluative statements or judgments
concerning objects, people or events.
• The term attitude is used to describe people
and explaining their behavior.
• Attitudes are the feelings and beliefs that
largely determine how employees will
perceive their environment, commit
themselves to intended actions, and
ultimately behave.

2. Tripartite Theory of Attitudes
• Three components to an attitude
– Cognitive
– Affective
– Behavioral
• Attitudes can be based on any of the three
components
• Attitudes can have effects on any of the
three components

3. Tripartite Theory of Attitudes
(continued)
Cognitive component-it is a value statement
“discrimination is wrong”.
Affective component- it is the emotion or the
feeling segment of an attitude and is reflected in the
statement “I don’t like him because he discriminates
against minorities”.
Behavioral component- refers to an intention to
behave in a certain way toward someone or
something.I might choose to avoid the person
because of that feeling.

4. Types of Attitudes
• Most of the research in OB is concerned
with three attitudes-
1. Job Satisfaction
2. Job Involvement
3. Organizational Commitment

5. Job Satisfaction
• It is defined as the extent to which a person
is gratified or fulfilled by his or her work.
• Locke defines it as “ a pleasurable or
positive emotional state resulting from the
appraisal of one’s job or job experience.”

6. Job satisfaction(contd.)
• There are three important dimensions of job
satisfaction:-
1. Job satisfaction is an emotional response to a job
situation.
2. It is often determined by how well outcomes
meet or exceed expectations.
3. Job satisfaction represents several related
attitudes.

7. Smith, Kendall and Hulin have suggested that
there are five job dimensions that represents
the most important charac. Of a job about
which the people have affective responses:-
1.Work itself-The extent to which the job
provides the indl. With interesting tasks,
opportunities for learning, and the chance to
accept responsibility.
2. Pay-The amount of financial remuneration
that is received and the degree to which this is
viewed as equitable in comparison to others in
the org.

8. 3. Promotion opportunities-The chances for
advancements in the org.
4. Supervision- the abilities of the supervisor
to provide technical assistance and
behavioral support.
5. Coworkers- The degree to which the fellow
workers are technically proficient and
socially supportive.

9. Outcomes of job satisfaction
1. Productivity and satisfaction
2. Turnover and satisfaction
3. Absenteeism and satisfaction

10. Responses to job dissatisfaction
• Exit- leaving the org
• Voice- active and constructive attempts to
improve the conditions
• Loyalty-passively waiting for the
conditions to improve
• Neglect- allowing conditions to worsen

11. Responses to job dissatisfaction
Active
Exit Voice
Destructive Constructive
Neglect Loyalty
Passive

12. Job Involvement
• The degree to which a person identifies
with his or her job, actively participates in
it, and considers his or her performance
important to self-worth.

13. Organizational Commitment
• The degree to which an employee identifies
with a particular org.and its goals and
wishes to maintain membership in the org.
• It can be defined as (1)a strong desire to
remaun a member of a particular org; (2) a
willingness to exert high levels of efforts on
behalf of the org; (3)a definite belief in, and
acceptance of, the vaues and goals of the
org.

14. Meyer and Allen proposed a three component
model of org commitment
• Affective commitment-involves the
employees emotional attachment to,
identification with, and involvement in the
org.
• Continuance commitment- involves
commitment based on the costs that the
employee associates with leaving the org.
• Normative commitment- involves the
employee’s feelings of obligation to stay
with the org.

15. Functions of attitudes
• According to D.Katz attitudes serve four
important functions:
2. The adjustment function
3. The ego-defensive function
4. The value-expressive function
5. The knowledge function

16. Cognitive Dissonance Theory
(Leon Fastinger)
• It refers to the incompatibility that an
individual may perceive between two or
more of his attitudes, or between his
behavior and attitudes.
• Emotional dissonance refers to the conflict
between the emotions an individual
experiences and the emotions he needs to
express to conform to organizational norms.

17. • Fastinger suggested that individuals are
uncomfortable with any form of
inconsistency and try to reduce the
dissonance and discomfort that results from
such inconsistencies.