Introduction
This book explores the issue of attitudes and satisfaction of employees within organizations. The paper also describes the meaning of employee attitudes and job satisfaction.
Article Overview
The paper generally addresses the issue of employee attitudes and job satisfaction. These are some of the major concepts that are studied within the broad spectrum of organizational behavior. Generally, the article explores three main gaps that exist between Human resources practices and employee attitudes towards their jobs. The main three areas are reasons that lead to the emergence of employee attitudes, the issues arising from job dissatisfaction and satisfaction, and the ways of measuring and influencing employee attitudes. These are the main objectives that the article seeks to achieve. The paper also provides scientific research and recommendations for each gap mentioned above. There are also recommendations that help in enhancing organizations in the areas of employee attitudes and job satisfaction.
The means of implementing these practices in the organization are also addressed. Employees normally exhibit different attitudes towards their jobs careers or the organization itself. Job satisfaction is mainly taken to the most focal form of employee attitudes in this article. The concept of job satisfaction is defined by Locke (1304) as an emotional state that is exhibited by employees culminating from one’s job appraisal or experiences. The main points covered in the article include the causes of employee attitudes, the impact of positive or negative job satisfaction, and how to measure and influence employee attitudes. The article also describes the means of closing these gaps and for evaluating the effectiveness of employee attitudes and job satisfaction. There are also recommendations and directions for future developments in the field.
Concerning the cause of employee attitudes, the Author indicated that the work situation is the major cause. He argues that HR is able to control this problem through organizational programs and management practices. The other source is dispositional influences. For instance, childhood temperament was found to be a statistically significant determinant of an employee’s job satisfaction. Other causes are cultural influences and work situation influences. They were all found to significant determinants of employee attitude.
Concerning the effects of employee negative and positive satisfaction, the articles sought to understand whether satisfied employees are productive employees. Even if earlier researches concluded that there was no relationship between job satisfaction and performance, recent researches have revealed that there is a high correlation between the two (Organ 549). Job performance was therefore found to be predictive of performance.
Life satisfaction was also found to be one of the results of job satisfaction. The study found three forms of this kind of relationship. Firstly, job experiences spill over into nonwork life. Secondly, job and life experiences may be separated and do not affect one another. Thirdly, the employee gets pleasure in non-work life by using the salary earned in a satisfying job. The study also revealed that dissatisfied employees are likely to quit their job or fail to report to work frequently.
The thesis statement is that the article seeks to gain a greater understanding of the relationship between job satisfaction and employee attitudes and provide recommendations on these knowledge gaps.
The study concludes that there is a controversial study related to understanding employee attitude and job satisfaction. The research states that there is a need to gain a better understanding of the factors that influence employee attitude.
Analysis and Evaluation
The author managed to achieve his purpose because he managed to explore the causes of employee attitudes, the issues arising from job dissatisfaction and satisfaction, and the ways of measuring and influencing employee attitudes. The research was, therefore, effective because the objectives were met. The strengths of the research are revealed by the fact that there was an in-depth review of the literature related to the study area. The weakness was a failure to conduct a comprehensive empirical analysis to verify the findings. The study was however interesting because it was well organized and had a good flow. I would recommend the article to other researchers so that they may fill the gaps left by the author. It is reliable literature for further research.
Conclusion
According to this study, there is a strong relationship between employee attitudes and job satisfaction. Employee attitudes are caused by such factors as dispositional factors, cultural influences, and work situation factors. Job dissatisfaction was found to result in life satisfaction and improved job performance. However, job dissatisfaction was found to be a major cause of employee absenteeism and resignation. This research gave the impression that job satisfaction is one of the major employee attitudes. There is also a controversy in this study and researchers need to focus on this area and clear the controversy.
Works Cited
Locke, Edwin. Industrial and organizational psychology: Linking theory with Practice, Oxford, UK: Blackwell, 1976. Print.
Organ, Dennis. A restatement of the satisfaction-performance hypothesis. Journal of Management, 14 (2), Pp. 547–557.