Within the context of work life, scholars have demonstrated that attitude and jobs satisfaction are related outcomes and process such as job performance. Employee's behavior at work relatively depends on their feelings when they are in the working environment. In this case, people behaviors depend on understanding their work attitudes. Attitudes refer to beliefs, feeling, and opinions on our environment. In the workplace, the two main attitudes that have a significant influence on employees behavior include job satisfaction and organizational commitment.
Robbins, Judge and Pearson Education (2017) indicate that job satisfaction is the feeling employees have towards their job while organizational commitment entails the emotional attachment they have towards the organizations and the tasks they perform. Job satisfaction and organizational commitment often have a high degree of overlap because things that make employees happy also makes them committed. Many organizations believe that there is a need to track attitude among employees because they influence the turnover, team work, performance, and absenteeism. Employee's attitude towards each other actively speaks on their engagement, passion, and dedication to work with others in the organization and predicts on whether they want to quit.
Woods and West (2015) argue that attitudes are strongly related to intentions of the employees to behave in certain ways that do not reflect the true identity of the organization culture. In the work place, positive work attitudes are influenced by company policies, fairness in the employee wages, relationships among them, stress level experienced, their personality, interpersonal treatment and presence of policies addressing work conflict (Griffin, Phillips & Gully, 2017). When employees have more positive work attitudes, they may have the slant to perform better, show citizenship practices, and be present regularly. This is because there working environment attitudes are more positive, organizations advantage that benefits the customers and additionally increase organizational performance.
Job satisfactions also affects the performance standards regarding the employee disposition to participate in problem-solving activities and reduces the effort they put outside their job description. When employees are satisfied with their work, they do not feel burdened but rather enjoy their experience. They are always ready and willing to work under any given circumstances. Job satisfaction among employees reduces stress which plays a critical role in their job performance, physical health and mental well-being (Griffin, Phillips & Gully, 2017).
Satisfied employees always maintain a more positive and lighthearted perspective about their work. This positive attitude is always projected to their colleagues which can influence a positive involvement on everybodys performance. According to Robbins, Judge and Pearson Education (2017), job satisfaction is directly related to job performance, meaning that a satisfied employee always performs and a performing employee is always satisfied.
Woods and West (2015) indicate that organizations have always taken initiatives in measuring the employee's level of job satisfaction to determine if they are satisfied with their work to identify areas that need implementations. This implementation can be job training, on boarding, employee incentive programs, seminars which can enhance perfection and job enrichment. Since job satisfaction varies for each employee, organization management teams have come up with strategies to ensure that employees feel satisfied. One of the strategies being applied entails rewarding employees based on their positive behavior and performance.
In conclusion, attitude and job satisfaction affect the level of employee's commitment to the organization, job turnover rate, and absenteeism. Work attitudes are influenced by company policies, fairness in the employee wages, relationships among them, stress level experienced, their personality, interpersonal treatment and presence of policies addressing work conflict. Job satisfaction ensures that employees always maintain a more positive and lighthearted perspective about their work.
Griffin, R. W., Phillips, J. M., & Gully, S. M. (2017). Organizational behavior: Managing people
And organizations. Boston (Mass.: Cengage Learning.
Robbins, S. P., Judge, T. A., & Pearson Education. (2017). Organizational behavior. Harlow:
Woods, S. A., & West, M. A. (2015). The psychology of work and organizations. Andover, UK:
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