组织行为学英文版(第13版)ch03.pptx

3-1; Chapter 3: Attitudes and Job Satisfaction;Learning Objectives;Contrast the Three Components of an Attitude;Contrast the Three Components of an Attitude;Summarize the Relationship Between Attitudes and Behavior ;;Job Satisfaction A positive feeling about the job resulting from an evaluation of its characteristics. Job Involvement Degree of psychological identification with the job where perceived performance is important to self-worth. Psychological Empowerment Belief in the degree of influence over one’s job, competence, job meaningfulness, and autonomy. ;Organizational Commitment Identifying with a particular organization and its goals and wishing to maintain membership in the organization. Theoretical models propose that employees who are committed will be less likely to engage in work withdrawal even if they are dissatisfied, because they have a sense of organizational loyalty. ;Perceived Organizational Support (POS) Degree to which employees believe the organization values their contribution and cares about their well-being. Higher when rewards are fair, employees are involved in decision making, and supervisors are seen as supportive. High POS is related to higher OCBs and performance.;Compare and Contrast the Major Job Attitudes;Compare and Contrast the Major Job Attitudes;Define Job Satisfaction and Show How It Can Be Measured ;Define Job Satisfaction and Show How It Can Be Measured ;Define Job Satisfaction and Show How It Can Be Measured ;Define Job Satisfaction and Show How It Can Be Measured ;Define Job Satisfaction and Show How It Can Be Measured ;Summarize the Main Causes of Job Satisfaction;Summarize the Main Causes of Job Satisfaction;Identify Four Employee Responses to Dissatisfaction ;Identify Four Employee Responses to Dissatisfaction ;Identify Four Employee Responses to Dissatisfaction ;Implications for Managers;3-24