Job Satisfaction Attitude

Attitude and Job Satisfaction

Table of Contents

Item Page No.

1- Introduction 3

2- Analysis

2.1. Reasons beyond employees’ attitudes

2.2. Work Dispositional Effects

2.3. The effect of culture

2.4. The effect of work condition on the employee’s attitudes

2.5. Job Satisfaction and Performance

2.6. Employees’ Attitudes and Motivation

2.7. Withdrawal attitudes and job satisfaction 5

5

6

8

9

10

11

12

3- Conclusions 14

References 15

1. Introduction

Khan (2011) mentioned that the performance of the employees has been identified as job achievements in respect with the anticipated quality and quantity of individual performance. Thus, with increasing the competition, the companies acknowledge the significance of the employee’s

Thus, the job satisfaction or , dissatisfaction doesn’t depend only on the nature of the work, but also the type of the work which is performed by the employee himself/ herself and lead to increase the employee’s comfortability and satisfaction.

According to Xia and Johns (2000), the job satisfaction is a complicated phenomenon with various aspects. In the same context, Linz (2002) mentioned that job satisfaction may be impacted by the attitudes towards the work and organizational disciplines, and the positive attitude suppose to increase the attitude of the employee and that lead to increasing the job satisfaction and motivates the individual performance.

Mowday and Porter (1979) mentioned that the attitude is considered as a hypothetical structure represents the individual attitude as mental or neural readiness as a result of experiments, and dynamic influence that are correlated to the individual responses to all cases. That means, they described the attitude as a tendency in order to act in a specific method based on the experience and the mood of the employee. Moreover, the employees’ behavior in the workplace depends on how they are aware of their work

Analysis

The employees have always various perspectives towards many aspects related to their jobs, profession and organizations, but from the researcher perspective, most significant attitude is the one focuses on job satisfaction. Thus, most properly, there is always indication to the employees’ attitudes in general in this paper in spite of that the focus shall be on the related parts to the job satisfaction.

The most common definition is the one belongs to Locke (1976), where he described the job satisfaction positive emotional condition resulted from the appraisal or the experiences. This definition declares the effect, feeling, thinking and cognition. This means, when the individual thinks, he feels what other thinking about and when the individual feels, others think about what he feels. Therefore, the cognition and the effect are correlated and cannot be separated either psychologically or biologically. So, when having the employees’ appraisals, there will be also assessment for both of thinking and feeling.

2.1. Reasons beyond employees’