Employee Attitude as a Function of Job Satisfaction

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

Well-constructed employee attitude surveys can provide insight into organizational characteristics which impact employee behavior and organizational performance (Williams, 1998). Companies may use survey results to modify their management style, organizational culture, workplace characteristics, or incentives in order to improve worker satisfaction and overall productivity (Williams, 1998). Although the link between employee attitudes and actual work performance has been found to be somewhat inconsistent (Schleicher, Watt, & Greguras, 2004), research has confirmed at least a moderate correlation between job satisfaction and rates of employee absenteeism and turnover (Gibson, Ivancevich, Donnelly, & Konopaske, 2012).

Employee attitudes can be described as their viewpoints by workers regarding various aspects of their job responsibilities, careers, and organizations. Nonetheless, the most significant and widely recognized attitude of an employee in an organization is associated with

Managers should ensure their employees have effective job attitudes towards their work and the organization. In his video lesson, Dr. Fisher listed humility and displaying a positive core of self-evaluation as some of those effective attitudes (Fisher, 2011). It is also important to recognize negative attitudes which can lead to job dissatisfaction, employee absenteeism and possibly higher turnover rates. Agencies should attempt to avoid negative perceptions of organizational citizenship by their employees when possible (Robbins & Judge,

In this study, job satisfaction will be operationalized using selected items from the 18-item Index of Job Satisfaction (IJS) developed by Brayfield & Rothe (1951). A 5-point Likert scale will be used to measure the outcomes ranging from the lowest indication of job satisfaction as 1 (strongly disagree) to the highest indication of job satisfaction 5 (strongly agree). This will

Landis, E. A., Vick, C. L., & Novo, B. N. (2015). Employee attitudes and job satisfaction. Journal of Leadership, Accountability and Ethics, 12(5), 37-42. Retrieved from http://ezproxy.liberty.edu/login?url=http://search.proquest.com.ezproxy.liberty.edu/docview/1764139256?accountid=12085

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

Job satisfaction comes from the attitude that employees have towards their work. There is a close relationship between the degree of satisfaction and the motivation level of employees. Explaining that if there is a lack of motivation in the workplace, it is likely due to a lack

In recent years, less Americans consider themselves satisfied at their workplace than in earlier decades (Mckeown, 2010). Organizations see employee satisfaction as one of the most important factors in an employee leaving voluntarily. There are many factors that can affect job satisfaction. Some of these include good structure in the organization and opportunity for advancement (Mitchell et al.,2001) Plateauing, a dead end feeling that happens when an employee cannot advance further in an organization, is a factor that can lead to job dissatisfaction (Allen et al., 1999). High Turnover rates can indicate dissatisfaction with a worker 's position or pay; there are little opportunities

Attitude is described as a settled way of thinking or feeling about someone or something, typically reflected in a persons behavior. It is either a positive or negative favor towards something, that can be persuaded or stuck in stone depending on the person and what that “something” is. It could be another person, it could be an object, animal, or even a sport. If a person has a certain attitude about them it could affect everything and everyone around them. They could have a positive attitude that lifts everyone elses attitudes out of the mud or they could have a negative attitude that drags everyone back down into the mud. Attitude is something you can’t see in the air, but you can see it through a persons body language. You can feel it in the pleasant or hurtful words they say.

Job Satisfaction is defined as the positive feeling felt by an individual about a job which results from and evaluation of the job’s characteristics (Robbins & Judge, 2013). With an understanding of job satisfaction we will look at and describe the issues of three individuals and their three different jobs. Describing their job satisfactions, dislikes, and how all this relates to their performances on the job.

In literature there are several definitions of attitude. According to Legendre (LaFortune & Saint-Pierre, 2001, pp. 30-31) an attitude "is a state of spirit, an inner disposition acquired in relation to himself or to the whole element of the surrounding environment that incites a way of being or acting, favorable or unfavorable ". For Morissette and Gingras (1999) an attitude is "an inner disposition of the person that translates into moderate emotional reactions that are assimilated and then tested whenever the person is placed before an object; These emotional reactions lead her to approach the object (to be favorable) or to depart (be unfavorable)”.

In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance

To understand the concept of job satisfaction the research has identified two aspects of it, they are, the facets satisfaction and overall satisfaction (Cherrington,1994; Fields, 2002). Individuals can be satisfied or dissatisfied with their overall job (Ironson, Smith, Brannick, Gibson, & Paul, 1989) and with specific job facets, such as the level of pay, promotion opportunities, co-workers, working conditions and supervision, contingent rewards, benefits, nature of work, or communication (Spector, 1997; Locke, 1976; Smith, Kendall & Hulin, 1969). The evidence shows that distinctive job facets such as pay satisfaction, opportunities for promotion, relationships with co-workers and supervisors have significant effects on job satisfaction (Ting, 1997; Ellickson & Logsdon, 2002; Pohlmann; 1999). The overall satisfaction is considered in terms of good salary, compassionate supervisors and co-operative co-workers. Conversely, the job dissatisfaction derives for instance form low pay or incompetent supervisors. Therefore, the feeling of overall satisfaction or dissatisfaction depends on the intensity and frequency of positive and negative experiences with job (Cherrington, 1994; Ironson, Smith, Brannick, Gibson, & Paul,

Employee satisfaction is the individual employee’s general attitude towards the job. It is also an employee’s cognitive and affective evaluation of his or her job.