Types of Job-Related Attitudes
There are uncountable attitudes a person can hold but thanks to organizational behavior (OB) that minimized the types of job-related attitudes to only three.
Simply, attitude by definition is a person’s evaluation statement about something that may be people, work, etc. as good, bad, favorable, unfavorable, positive, or negative.
The main types of job-related attitudes are:
- Job Satisfaction
- Job Involvement
- Organizational Commitment
When we are talking about job-related attitudes we are talking about them within the literature on organizational behavior.
Job satisfaction means a person’s positive emotions about his job. He has a positive feeling about his job. This means the person is satisfied with the facilities his job provides such as salary, incentives, bonuses, and other benefits.
This is the state in which an individual says to you, I really like my job, which means he is expressing a positive attitude toward his job.
Satisfied employees tend to have a positive personality about the organization, they feel motivated, feel happy, and positively contribute. And, employees with negative attitudes or low levels of job satisfaction feel stressed and their contribution is not sufficient for organizational health.
In addition, when employees’ expectations meet what they expect from the job and the rewards the job provides, job satisfaction (positive attitude) levels up and vice versa.
Job involvement refers to how closely an individual is linked with his or her job, how active he or she engages in it, and understanding how essential his or her performance is to one’s self-worth. It means how strongly psychologically a person engages with his job.
The higher the job involvement, the higher the productivity in the organization. Here, employees feel the job they have really a value that enhances their self-worth. Employees are internally motivated to work, work conflicts are reduced, absenteeism is reduced, turnover is minimized and the overall organization gets efficiency and productivity in operation.
When employees are strongly involved in their job they care and love the job they do. A manager should make effort to create a working environment that increases job satisfaction and involvement and helps to achieve organizational commitment later.
Commitment is about giving a hundred percent. Organizational commitment means a high level of loyalty of employees towards their organization. Here, a person identifies with a specific organization’s aims and aspires to remain a member of that organization.
This is the last job-related attitude that reflects the individual strong attachment to the organization. Highly loyal and satisfied employees desire to get a membership in the organization.
Employees’ commitment is highly beneficial for the organization as employees are self-motivated, they care for the organization, they contribute their best, almost no turnover, absenteeism, and they are heartily proud of the organization.
There are mainly three types of organizational commitment.
- Affective Commitment – This means an employee is emotionally attached to the organization.
- Continuance Commitment – This commitment is related to reasons (mainly economic reasons) an employee wants to stay the reason maybe salary, prestige, name, or other benefits he/she gets.
- Normative Commitment – It is also related to reasons to remain with the organization but here employees feel obliged, and a sense of morality is there. Such as the organization has trained them, made them skilled, and adaptable to change they should return to the organization.