5 Attitudes, Moods, and Emotions
Attitudes, Moods, and Emotions Management Notes
- Job satisfaction: pleasurable emotional state resulting from the appraisal of one’s job or job
o How you feel about your job
o What you think about your job
- Employees who has high job satisfaction will get positive feelings and vice versa
- Values: things that people consciously or unconsciously want to see or attain. Eg:
Value Fulfillment: Value-Percept Theory
- Value-percept theory: job satisfaction depends on whether employee perceives that his or her
job supplies those things that he or she values.
o Dissatisfaction = (V want – V have) x (V importance)
- Pay satisfaction: employees` feelings about the compensation for their jobs.
- Employees would based their pay towards their job duties and they would compare their pay to
their fellow colleagues
- Promotion satisfaction: employees` feelings about how the company handles promotions.
o Some people would not like promotions because of more responsibilities or more long
o Whereas some would like it as it opens more opportunities for them and they have a
- Supervision satisfaction: employees` feelings about their boss, including his or her competency,
communication, and personality.
o Two questions are usually asked
Can they help me attain things that I value?
Are they generally likeable? - Co-worker satisfaction: employees’ feelings about their co-workers, including their abilities and
o Two questions are usually asked:
Can they help me do my job?
Do I enjoy being around them?
- Satisfaction with the work itself: employees’ feelings about their actual work tasks.
o Is it dull, repetitive, and uncomfortable? Or is it challenging, interesting, and respected.
The Job Characteristic Model
- There are three critical psychological states that make work satisfying:
o Meaningfulness of work: a psychological state indicating the degree to which work tasks
are viewed as something that counts in the employee’s system of philosophies and
o Responsibilities for outcomes: a psychological state indicating the degree to which
employees feel they are key drivers of the quality of work output
o Knowledge of results: a psychological state indicating the extent to which employees are
aware of how well or how poorly they are doing
o Job characteristic theory: a theory that argues that five core characteristics (variety,
identity, significance, autonomy, and feedback) combine to result in high levels of
satisfaction with the work itself
Core job characteristics (VISAF)
- Variety: the job that requires different activities that involves different skills and talents.
- Identity: the piece of work has to be completed in whole and it has to be identifiable.
- Significance: when a job matters and impacts society as a whole.
- Autonomy: when you have freedom, independence, and discretion while you’re perform at
- Feedback: the job itself provides the worker with clear information on how well he or she is
- Knowledge and skill: employees have the aptitude and competence to succeed on their job