Work-Related Attitudes: Prejudice, Job Satisfaction, and Organizational Commitment Chapter 6
Learning Objectives • Define attitudes, work-related attitudes, and describe the basic components of attitudes. • Distinguish between prejudice and discrimination, and identify various victims of prejudice in organizations. • Describe some of the steps being taken by organizations today to manage diversity in the workforce and their effectiveness.
Learning Objectives • Describe the concept of job satisfaction and summarize four major theories of job satisfaction. • Describe the concept of organizational commitment, its major forms, the consequences of low levels of organizational commitment, and how to overcome them.
Prejudice • Definition • Organizational Demography • Stereotypes
Bases for Prejudice • Age • Physical Condition • Gender • Sexual Orientation • Race and National Origin • Religion
Diversity Success Guidelines • Actively Pursue the Best People • Make Sure People Are Accepted and Fit in • Educate Everyone • Focus on Difference Ranges Between People
Diversity Success Guidelines • Avoid Treating Someone From a Certain Group as Special • Provide Total Managerial Support • Assess How Doing • Pay Attention to Details • Plan for the Future
Job Satisfaction Social Information Processing • Adopt Others’ Attitudes and Behaviors • Based on Others’ Cues
Measuring Job Satisfaction • Rating Scales and Questionnaires • Job Descriptive Index • Minnesota Satisfaction Questionnaire • Pay Satisfaction Questionnaire • Critical Incidents • Interviews
Job Dissatisfaction Consequences • Employee Withdrawal • Voluntary Withdrawal • Absenteeism
Job Dissatisfaction Consequences • Weak, Positive Relationship with Task Performance • Reduced Organizational Citizenship Behaviors • Increased Occupational Injuries • Influences Life Outside Work
Promoting Job Satisfaction • Pay People Fairly • Improve the Quality of Supervision • Match People to Jobs That Fit Their Interests • Decentralize Organizational Power
Committed Workforce Consequences • Unlikely to Withdraw • Willing to Make Sacrifices for Their Organizations
Organizational Commitment Development • Enrich Jobs • Align Company and Employees Interests • Recruit and Select New Employees Whose Values Closely Match Organization Values