6 Types of Job Related Attitudes in Organizational Behavior & Their Impacts

types of job attitude

Types of Job Attitude

Job attitude refers to an individual’s positive or negative evaluation of their job, including aspects like satisfaction, involvement, empowerment, and commitment.

These attitudes reflect how employees feel about their job and their perception of the organization, influencing their behavior, motivation, and overall performance.

Positive job attitudes enhance organizational performance, while negative ones can lead to disengagement and decreased productivity.

Here, we will explore the 6 key types of job attitudes in the workplace. They are:

Job Satisfaction

Job satisfaction refers to how content an employee is with their job and its various components, including work environment, pay, relationships, and job role.

Satisfied employees are more likely to be engaged, productive, and motivated, leading to improved performance and organizational success.

Impact on Organizational Performance: Job satisfaction is crucial for reducing turnover and absenteeism while improving employee morale.

Satisfied employees are more committed and tend to perform at higher levels, contributing to a more positive work culture.

Additionally, it fosters better relationships with customers, enhancing overall organizational outcomes.

Job Involvement

Job involvement is the degree to which an individual identifies with their job and the extent to which they engage in their work.

When employees are highly involved in their roles, they are more motivated to perform well, as they see their job as an integral part of their self-identity.

Impact on Organizational Performance: High job involvement results in increased productivity and better job performance, as employees are deeply committed to their tasks.

These employees tend to take more ownership of their work, leading to better decision-making, higher efficiency, and an enhanced sense of responsibility.

Organizations with high job involvement often enjoy improved employee retention and reduced absenteeism.

Psychological Empowerment

Psychological empowerment refers to an employee’s sense of autonomy, control, and influence over their work, along with feelings of competence and meaningfulness.

Empowered employees are more likely to take initiative, innovate, and contribute actively to organizational goals.

Impact on Organizational Performance: Employees with high psychological empowerment exhibit greater motivation, job satisfaction, and performance.

They feel more responsible for their work outcomes, resulting in increased productivity and better organizational effectiveness. Empowerment can lead to greater innovation, as employees are more willing to share ideas and solutions.

Empowered employees also tend to have higher organizational commitment, reducing turnover rates.

Organizational Commitment

Organizational commitment is the emotional attachment and loyalty an employee feels toward their organization.

It reflects their willingness to remain with the company and contribute to its success. High commitment is typically associated with employees who align with the company’s values and goals.

Impact on Organizational Performance: Employees with high organizational commitment tend to be more motivated and dedicated to their work, leading to increased performance and a stronger organizational culture.

Their loyalty often results in greater retention rates and reduced turnover, helping the organization maintain a stable workforce.

Committed employees are also more likely to go above and beyond, contributing positively to the overall goals of the company.

Read More: Intrinsic Motivation

Perceived Organizational Support (POS)

POS refers to the degree to which employees believe their organization values their contributions and cares about their well-being.

When employees perceive strong support from the organization, they tend to feel more valued and are more likely to reciprocate with positive attitudes and behaviors.

Impact on Organizational Performance: High POS increases employee job satisfaction, loyalty, and performance. It leads to better organizational citizenship behaviors (OCBs) where employees go the extra mile to help the company.

Additionally, POS reduces turnover rates and absenteeism, as employees who feel supported are less likely to leave the organization. Overall, POS fosters a positive work environment that can boost productivity.

Employee Engagement

Employee engagement is the level of enthusiasm, passion, and commitment employees have toward their work and organization.

Engaged employees are highly involved, enthusiastic, and motivated, leading to high levels of job performance and organizational success.

Impact on Organizational Performance: Engaged employees are typically more productive, creative, and committed to achieving organizational goals.

They contribute to a positive work culture, leading to higher morale and better team performance. Engaged employees also exhibit lower absenteeism and turnover rates.

As a result, organizations with highly engaged employees experience improved customer satisfaction, innovation, and bottom-line success.

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