Chapter 4Value, Attitude and Job

Satisfation

Objective:

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Framework of national and cultural values

Contemporary work cohort The concept and types of attitudes Job Satisfaction

Values

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Values

Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.

In simple words…

Value is basic conviction and notions about what is right and wrong. They differ across culture, nations and generations.

Characteristics

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Judgmental element - what is right, good, or desirable.

Values have both content and intensity attributes.

content attribute signifies that a mode of conduct or end-state of existence is important

The intensity attributes specifies how important it is.

Values are not generally fluid and flexible. They tend to be relatively stable and enduring.

Types of Values – Rokeach Value Survey

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Terminal Values

Desirable end-states of existence; the goals that a person would like to achieve during his or her lifetime. e.g.: A comfortable life, Equality, National Security, Self-respect

Instrumental Values

Preferable modes of behavior or means of achieving one’s terminal values. e.g.: Ambitious, Courageous, and Obedient

Milton Rokeach created the Rokeach Value Survey consisting of two sets of values, with each containing 18 individual value items.

Dominant Work Values in Today’s Workforce – Contemporary work cohort

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Hofstede’s Framework for Assessing Cultures

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Power Distance

The extent to which a society accepts that power in institutions and organizations is distributed unequally.

Low Distance: Relatively equal distributionHigh Distance: Extremely unequal distribution

To analyze variations among cultures a research was done in 1980,1991 by Greet Hofstede. He surveyed more than 1,16,000 IBM employees in 70 countries about their work-related values.

Hofstede’s Framework (cont’d)

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Uncertainty Avoidance

The extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.

Hofstede’s Framework (cont’d)

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Collectivism

A tight social framework in which people expect others in groups of which they are a part to look after them and protect them.

Individualism

The degree to which people prefer to act as individuals rather than a member of groups.

Individualistic society considers self-interest more important than the group goal.

Hofstede’s Framework (cont’d)

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Masculinity

The extent to which dominant value in a society emphasizes masculine society values like a work ethic expressed in terms of money, achievement and recognitionFeminity

Feminine social role which show more concern for people and quality of life.

Hofstede’s Framework (cont’d)

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Long-term Orientation

A national culture attribute that emphasizes the future, thrift, and persistence.

Short-term Orientation

A national culture attribute that emphasizes the past and present, respect for tradition, and fulfilling social obligations.

Hofstede and Bond (1988) have identified a fifth dimension.

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The GLOBE

Framework

for Assessing

Cultures

• Uncertainty avoidance

• Power distance

• Societal collectivism

• In-group collectivism

• Gender differentiation

• Assertiveness

• Future Orientation

• Performance orientation

• Humane orientation

• Uncertainty avoidance

• Power distance

• Societal collectivism

• In-group collectivism

• Gender differentiation

• Assertiveness

• Future Orientation

• Performance orientation

• Humane orientation

AttitudesAttitudes are evaluative statements that are

either favorable or unfavorable concerning objects, people, or events.

Attitudes are not the same as values, but the two are interrelated.

Main Difference is values are ideals, whereas attitudes are narrow. They are feelings, thoughts and behavioral tendencies towards a specific object or situation.

Attitude is a predisposition to respond to a certain set of facts.

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Attitudes

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Attitudes

Evaluative statements or judgments concerning objects, people, or events.

Affective Component

person’s feeling

Cognitive component

the mental process

Behavioral Component

behavior that occurs as a result of feelings

Types of Attitudes

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Job InvolvementIdentifying with the job, actively participating in it, and considering performance important to self-worth.

Organizational CommitmentIdentifying with a particular organization and its goals, and wishing to maintain membership in the organization.

Job SatisfactionA collection of positive and/or negative feelings that an individual holds toward his or her job.

cont…Organization citizenship behavior (OCB):

“Individual behavior that is not directly recognized by the formal reward system and in the aggregate promotes the efficient functioning of the organization, employee behavior that is not so critical to the task or job, serve to facilitate organizational functioning

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The Theory of Cognitive Dissonance

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Leon Festinger, in the late 1950s, proposed the theory of cognitive dissonance, seeking to explain the linkage between attitudes and behavior. He argued that any form of inconsistency is uncomfortable and that individuals will attempt to reduce the dissonance.

Dissonance means “an inconsistency.”

In simple words…The feeling of uncomfortable tension which comes from holding two conflicting thoughts in the mind at the same time

Cognitive Dissonance: Any incompatibility between two or more attitudes or between behavior and attitudes.

Cont…

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Desire to reduce dissonance

• Importance of elements creating dissonance

• Degree of individual influence over elements

• Rewards involved in dissonance

The Fox and the Grapes by Aesop. When the fox fails to reach the grapes, he decides he doesn't want them after all, an example of adaptive preference formation designed to reduce cognitive dissonance.

Measuring the A-B Relationship

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Early research on attitudes and common sense assumed a causal relationship to behavior.

In the late 1960s, this assumed relationship between attitudes and behavior (A-B) was challenged.

Recent research indicates that attitudes (A) significantly predict behaviors (B) when moderating variables are taken into account.

moderate Variables

• Importance

• Specificity

• Accessibility

• Social pressures

• Direct experience

Self-Perception Theory

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Attitudes are used after the fact to make sense out of an action that has already occurred.

In contrast to the cognitive dissonance theory, attitudes are just causal verbal statements and they tend to create plausible answers for what has already occurred. The behavior – attitude relationship is stronger especially when attitudes are unclear and ambiguous or little thought has been given to it earlier.

An Application: Attitude Surveys

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Attitude Surveys

Eliciting responses from employees through questionnaires about how they feel about their jobs, work groups, supervisors, and the organization.

Using Attitude Surveys on regular basis provides managers with valuable feedback on how employees perceive their working conditions.

Measuring Job Satisfaction

Factors conducive to job satisfaction are: Mentally challenging work Personality – Job fit Equitable rewards Supportive working conditions Supportive Colleagues Whistle blowing Social responsibility Job enrichment

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Responses to Job Dissatisfaction

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How Employees Can Express Dissatisfaction

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Exit

Behavior directed toward leaving the organization.

Voice

Active and constructive attempts to improve conditions.

Neglect

Allowing conditions to worsen.

Loyalty

Passively waiting for conditions to improve.

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