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MGCR 222 (39)
Chapter 2

MGCR222 Chapter 2 Notes - Attitudes and Job Satisfaction.docx

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McGill University
Management Core
MGCR 222
Patricia Hewlin

MGCR222 Chapter 2 Notes: Attitudes and Job Satisfaction Components of Attitudes  Cognitive components – description of or belief in the way things are; sets the stage for the more critical part of an attitude  Affective component – the emotional or feeling segment of an attitude  can lead to behavioural outcomes  Behavioural component – describes an intention to behave in a certain way toward someone or something Cognitive dissonance – any incompatibility an individual might perceive between two or more attitudes or between behaviour and attitudes. Any from of inconsistency is uncomfortable and that individuals will therefore attempt to reduce it  Desire to reduce dissonance depends on moderation factors, including importance of the elements creating it and the degree of influence we believe we have over them  Moderating variables – importance of the attitude, its correspondence to behaviour, its accessibility, the presence of social pressures, and whether a person has direct experience with the attitude Job Attitudes  Job satisfaction – describes a positive feeling about a job, resulting from an evaluation of its characteristics  Job involvement – measures the degree to which people identify psychologically with their job and consider their perceived performance level important to self-worth  psychological empowerment – beliefs in the degree to which they influence their work environment, their competence, the meaningfulness of their job, and their perceived autonomy (high levels of both are positively related to organizational citizenship and job performance)  Organizational commitment – employee identifies with a particular organization and its goals and wishes to remain a member. Relationships between commitment and performance is strongest for new employees o Affective commitment – emotional attachment to the organization and a belief in its values o Continuance commitment – perceived economic value of remaining with an organization (related to a lower intention to quit but an increased tendency to be absent and lower job performance; not a real commitment) o Normative commitment – an obligation to remain with the organization for moral or ethical reasons  Perceived organizational support – the degree to which employees believe the organization values their contribution and cares about their well-being. People perceive their organization as supportive when rewards are deemed fai
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