Positive Work Attitude

1953 Words8 Pages

The attitude of employees in any organization determines how well the organization will survive in the business environment (Saari and Judge, 2004).However, work attitude is essential to the survival of any business. Susanty, Miradipta and Jie, (2013) contended that the exhibition of positive work attitude by workers in the organization always yield good result. Moorhead and Griffin (2001) argued that positive work attitude creates a good working atmosphere between teams. Saari and Judge (2004) elucidated that good work attitude of employees improves productivity. Another important aspect of employee attitude to work is that; it helps employees to make good decisions, in a manner that is required within the organizational setting (Newstrom …show more content…

For the purpose of this study, the human capital theory is considered.or
Human Capital Theory
One of the proponents of the human capital theory is Schultz in 1961 and developed by Becker in1994. According to the theory education or training raises the productivity of workers by imparting useful knowledge and skills, hence raising workers’ future income by increasing their lifetime earnings (Becker, 1994). The human capital model suggests that an individual's decision to invest in training is based upon an examination of the net present value of the costs and benefits of such an investment. Individuals are assumed to invest in training during an initial period and receive returns to the investment in subsequent periods. In his view, human capital is similar to physical means of production e.g factories and machines: one can invest in human capital (via education, training, medical treatment) and one's outputs depend partly on the rate of return on the human capital one owns. Thus, human capital is a means of production, into which additional investment yields additional output. Human capital is substitutable, but not transferable like land, labour, or fixed …show more content…

Job involvement is the degree to which employees immerse themselves in their jobs, invest time and energy in them, and view work as a central part of their overall lives (Newstrom and Devis, 2002). According to Singh et al., (1998) job involvement results in an individual’s tendency to exceed the normal expectation associated with his or her job (Hettiararchchi and Jayarathna,An employee with little job involvement will see it as just something to do to earn a living. Thus, all of his/her motivation is extrinsic and she/he has little or no interest on learning how to perform the job better. On the other hand, a person with a lot of job involvement will derive intrinsic satisfaction from the job itself and will want to learn more and more about how to perform the job effectively (Hettiararchchi and Jayarathna, 2014). Job involved employees tend to believe in the work ethic, exhibit high growth needs, and enjoy participation in decision making. The attitude of job involvement was initially presented by Lawler,

Open Document