An attitude is a psychological tendency expressed by evaluating a particular entity
(object, person, or event) with some degree of favor or disfavor. In the context of
organizational behavior, attitudes are important because they shape the way
employees think, feel, and behave at work.
Components of Attitude
Cognitive Component:
1. This is the belief or opinion segment of an attitude.
2. It involves knowledge and thoughts about an object, person, or
situation.
3. Example: “I believe my job is meaningful and contributes to the
company’s success.”
Affective Component:
1. Refers to the emotional or feeling aspect of an attitude.
2. It reflects how a person feels about the object, person, or situation.
3. Example: “I enjoy working in my current team.”
Behavioral Component:
1. Refers to the way an individual intends or expects to act in relation to
the object, person, or situation.
2. Example: “I will put extra effort into my work because I like my job.”
Types of Work-Related Attitudes
Job Satisfaction:
1. A positive feeling about one’s job resulting from an evaluation of its
characteristics.
2. Higher job satisfaction often leads to increased productivity and
reduced turnover.
Organizational Commitment:
1. The degree to which an employee identifies with the organization and
wishes to maintain membership in it.
2. It has three dimensions:
1. Affective Commitment: Emotional attachment to the
organization.
2. Continuance Commitment: Perception of the costs associated
with leaving the organization.
3. Normative Commitment: Feeling of obligation to remain with
the organization.
Work Engagement:
1. A positive, fulfilling, work-related state of mind characterized by
vigor, dedication, and absorption in one's work.
2. Employees with high work engagement are more productive and
innovative.
Formation of Attitudes
Personal Experience: Direct interactions with people, tasks, and the work
environment shape attitudes.
Social Influence: Colleagues, leaders, and organizational culture contribute to
the formation and reinforcement of attitudes.
Learning: Attitudes can be learned through experiences, either through
rewards or consequences associated with behaviors.
Cognitive Dissonance Theory
Developed by Leon Festinger in 1957, cognitive dissonance refers to the discomfort
one feels when holding two or more contradictory beliefs, attitudes, or values. This
inconsistency creates psychological tension, which individuals are motivated to
reduce.
Key Points:
1. Dissonance Occurs: When there is a mismatch between a person's attitudes
and their behavior (e.g., an employee values work-life balance but works
overtime).
2. Reducing Dissonance:
o Change Behavior: Adjust the behavior to align with beliefs (e.g.,
reduce overtime work).
o Change Cognition: Adjust beliefs to align with the behavior (e.g.,
rationalize overtime as necessary for career growth).
o Add New Cognition: Introduce new beliefs to reduce the importance
of the dissonance (e.g., believe that working hard now will provide
more free time later).
Attitude and Behavior in the Workplace
Attitudes Influence Behavior: Positive attitudes can lead to productive
behaviors, such as increased motivation, creativity, and collaboration, while
negative attitudes may result in absenteeism, turnover, and low morale.
The Attitude-Behavior Link: The Theory of Planned Behavior suggests
that attitudes, subjective norms, and perceived behavioral control jointly shape
an individual's behavioral intentions and actual behavior.
Managing Attitudes in Organizations
Fostering Positive Attitudes:
o Provide recognition and rewards for good work.
o Promote work-life balance.
o Ensure opportunities for career growth and development.
o Create a supportive organizational culture.
Role of Leadership:
o Leaders have a significant impact on employee attitudes. Effective
leadership can inspire positive attitudes through motivation,
communication, and setting clear expectations.
Feedback and Communication:
o Regular feedback and open communication can help manage and
improve employee attitudes by addressing concerns and reinforcing
positive behaviors.
Impact of Attitudes on Organizational Outcomes
Job Performance: Positive attitudes, such as job satisfaction and
organizational commitment, often lead to better job performance.
Employee Retention: Organizations with employees who have favorable
attitudes toward their jobs and the company generally experience lower
turnover.
Customer Satisfaction: Employees with positive attitudes are more likely to
provide better customer service, improving customer satisfaction and loyalty.
Conclusion
Attitudes in organizational behavior are central to understanding how individuals
think, feel, and act within the workplace. By understanding and managing attitudes,
organizations can improve job satisfaction, enhance organizational commitment, and
achieve better performance outcomes.
