1. Employees’ attitudes, satisfaction, emotion and commitmentPrepared By:SitiRokiahSiwokfor UHS 2062 at UTM SkudaiJohore.srsiwwok@gmail.com

2. Job related attitudes Assessing employee attitudes about their jobs is one of the major tasks of IO psychologist. Among the most commonly studied job related attitudes are job satisfaction and organizational commitment. Although 2 different constructs, j ob satisfaction and organizational commitment are highly correlated and result in similar employee behaviours.

3. Satisfaction & org. commitment Meta analyses show that satisfied employees tend to be committed employees. However, the relationship job satisfaction and performance are not consistent across jobs. Both of these two work-related attitudes are multifaced.

4. Approaches to study job satisfaction Global approach Facet approach Examples of facets : pay, job conditions, promotion opportunities etc

5. Assessment of job satisfaction Job satisfaction can be assessed by asking how employees feel about their job, either by using questionnaire or interview. Minnesota Satisfaction Questionnaire Job descriptive index

6. What causes employees to be satisfied with and committed to their jobs?

7. Perspectives to the study of job satisfaction Personality perspective Environmental perspective Interactionist perspective

8. Genetic Predisposition Genetic predisposition (30%), a study by Arvey et. al.1989, 1994), due to the presence of inherited personality traits such as “negative affectivity”. Genetic predisposition studies are controversial and received lots of criticism Any takers for further studies?

9. Personality variables

10. Life satisfaction People who are satisfied with other aspects of life seems to be satisfied with their jobs., that is “people who are happy with their jobs are happy with their life and vice versa” Fancy using “John Travolta method”?

11. Others: Culture and intelligence Culture plays great role …and if you are too “ smart”, you won’t be hired.

12. Commitment Affective commitment: the extent to which an employee wants to remain with the organization , cares about the organization and willing to exert effort on its behalf.

13. Commitment Continuance commitment: The extent an employee believes that s/he must remain with the organization due to the time , efforts and expense that s/he has invested.

14. Commitment Normative commitment: The extent the employee feel obliged to the organization, and thus feels that s/he must remain with the organization.

15. Consequences of Satisfaction/Dissatisfaction and Negative Work Attitude Job performance Turnover Absenteeism

16. References Aamodt, M.G (2007). Industrial and organizational psychology. An applied approach. Belmont, CA: Thomson