The Psychology Of Commitment, Absenteeism, And Turnover In The Workplace

The Relationship Between Attitude, Behavior, and Work Performance

Discuss About The Psychology Commitment Absenteeism Turnover?

The essay provides a brief overview of attitude and behavior of different people and it also explains that how the behavior of a person is influenced by the other people existing in their surroundings. Additionally, the essay tells about the significance of attitude of a persona along with the organization.

The behavior of the people which they assert in the professional environment is influenced by their attitudes. Supposing if a person has a negative outlook toward other coworkers existing in the workplace, then it will affect the attitude of that particular person; their behavior will change towards them. Also, the fact shall be noticed that attitude of a person contributes to their behavior at the workplace. The attitudinal aspect helps a person to measure and analyze the seriousness of s a person towards their work (Luthans, Luthans, and Luthans 2015). In many pieces of research it has been found that attitude is an intangible and imaginary concept which drives changes in the behavior of people. Thus, in a workplace people should focus on their attitudes as a change in attitude can reflect the growth of an organization as well. A positive attitude will initiate positivity in the nature/ behavior of a person which will motivate the person to perform more tasks competently whereas on the other hand negative attitude will initiate negative though in the behavior of the person which will demotivate them leading to decrease in efficiency. Further, the attitude of person highly depends upon social and behavioral norms and rules (Giauque 2015). There are many circumstances under which a person becomes capable to determine the behavior of a person at a workplace. The manager of the organization needs to be attentive in order to identify the actual attitude of an employee of the organization. The work attitude of a person gives clues to the manager that who will perform better and who has the potential to excel just need to change attitude (Ritz, et al., 2014).

The attitude and behavior share a unique relationship which affects all the activities of a person which perform during their course of action. Thus, if in an organization the manager wants to get aware regarding the behavioral change in a person, then they need to determine the attitude of them. Attitudes are the opinions, beliefs, and aspects which prevail in a person mind relating to the environment and the people. The attitude determines the behavior of a person at work in many different situations. Like, when the distribution of work is made in the organization, at that very moment the attitude of people can be identified by the manager (Azanza, Moriano and Molero 2013). If the employees come up together to perform the task, then I can be said that their behavior is driven by positive attitude whereas if nobody shows up and assumes that the manager will not assign them a duty, and then negative attitude will show up in the behavior of the person. Thus, the fact shall be understood that behavior is highly influenced by the attitude of the person. And the behavior of a person highly affects the ongoing activities in the organization. So, the manager shall aptly look after, understand and take care of the attitude of people to initiate the easy flow of work (Hülsheger, etl al., 2013).

The Significance of Attitude in the Workplace

In the personal context, it shall be known that attitude extremely affects the activities of a person which they perform in the day to day life. Attitude is the most important thing which helps and support people to achieve the success they have wished. A good attitude is a personal asset of a person, it helps them to understand thins better, adopt changes easily and manage workflow in a team.it acts as one of the most important factors which helps an individual to overcome the highs and lows in life. Since it is known that attitude is one of the most important which helps a person to coupe up with the atrocities of life, thus it is an important factor which determines the growth and success of a person in professional as well as personal life (Pinder 2014). Attitude helps a person to judge and create an opinion about people and other things prevailing in the environment. The attitude is affected by many things and activities as well. But any change in behavior or one’s personality has a reason and that reason is analyzed by the mind on the basis of the attitude. Like, if a person has experienced some sad happenings around the ocean, then they will automatically develop a negative attitude towards the event happening around the ocean. Therefore, if any opportunity comes them near the ocean, then they will envy it and assume it to be fake on the basis of their attitude. Thus in this way, the attitude affect the behavior of the person and initiate success in their life (Mowday, Porter, and Steers 2013).

Job satisfaction refers to the feeling which a person possesses towards their job. Job satisfaction is one of the import aspects which determine the behavior of the employee in the organization. it refers to the satisfaction level which employees during their job period. On the basis of their satisfaction level achieved the employee work in an organization, this shows that higher the satisfaction more efficiency in the work and vice versa. On the other hand, organizational commitment refers to the emotional attachments which the employees gain towards their job and the organization with time (Chun, etl al., 2013). This factor also provides assistance to the organization in receiving efficiency. It shall be known that more the employees like their workplace environment and job, more they are motivated to work and provide maximum benefit to the organization. It shall be noted that both the factors directly or indirectly help the organization in achieving greater satisfaction; they overlap each other as if an employee is happy with their job, and they will get motivated and more committed towards the objective of the organization. An organization shall track such attitudes of the employees as they are directly associated with the outcomes the company received from the implementation of the business process (Fu, and Deshpande 2014).

The Importance of Job Satisfaction and Organizational Commitment

Solely none of the factors has worked for the organization in achieving the desired satisfaction level, but the combination of both helped the organization in achieving the objectives. The employee’s attitude towards these two factors (job satisfaction and organizational commitment) has acted as an indicator to the cohesion between the members of the organization and the management. Job satisfaction is a determinative factor of the organizational commitment. But the main point of difference between both the factors is that organizational commitment is the emotional response which the employees have toward the particular organization in which they work and job satisfaction is the emotional response which the employees possess to any job which they perform (Hogg, and Terry 2014). Apart from that, the two factors are highly interrelated with each other and assist each other in maximizing the benefits received by the organization. In regards to the growth of the organization, it is mandatory for the manager to initiate adequate communication in the organization and look after the organizational commitment which the employees possess in the organization. It is a wider term which shall be understood by all, it is the level of affection which an individual develops in their attitude for the organization with time. Further, it is the duty of the manager to look after the attitude of each employee of the organization and determine their organizational commitment, because if the employees of the organization to their particular organization then the company might face in its working. Like, if some price sensitive information is delivered to the employees and the employees are not loyal/ committed to the company, then there might be a risk that the employees can the information which can negatively affect the growth of the organization. Another way that if the employees are highly motivated and committed to the organization then, their attitude will change positively and they will initiate activities which will positively affect the growth of the organization (Dhar 2015).

Further, it shall be noted that all these factors depends upon the attitude of the employees and affect their behavior in positive or negative way. So, if the manager takes initiative to resolve the problems of employees and provide them greater satisfaction in their job, then the employees can become more committed towards the organization. Employees being the most important asset of the organization shall drive the organization in the right direction otherwise the company can lose its pace. Thus, in the limelight of above-mentioned events, it shall be noted that attitude of employees affects the change in the behavior of them in an organization (DuBrin 2013). Also, the fact shall be taken into account that job satisfaction and organizational commitment are the two most important factors which affect and has the power to change the attitude an employee in an organization. All these factors are interlinked with each other and somehow emphasize the growth of an organization in the global environment. So, the manager shall always initiate to provide maximum satisfaction to employees and keep them committed to the organization to gain better results.

References

Azanza, G., Moriano, J.A. and Molero, F., 2013. Authentic leadership and organizational culture as drivers of employees’ job satisfaction. Revista de Psicología del Trabajo y de las Organizaciones, 29(2), pp.45-50.

Chun, J.S., Shin, Y., Choi, J.N. and Kim, M.S., 2013. How does corporate ethics contribute to firm financial performance? The mediating role of collective organizational commitment and organizational citizenship behavior. Journal of Management, 39(4), pp.853-877.

Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, pp.419-430.

DuBrin, A.J., 2013. Fundamentals of organizational behavior: An applied perspective. Elsevier.

Fu, W. and Deshpande, S.P., 2014. The impact of caring climate, job satisfaction, and organizational commitment on job performance of employees in a China’s insurance company. Journal of Business Ethics, 124(2), pp.339-349.

Giauque, D., 2015. Attitudes toward organizational change among public middle managers. Public Personnel Management, 44(1), pp.70-98.

Hogg, M.A. and Terry, D.J. eds., 2014. Social identity processes in organizational contexts. Psychology Press.

Hülsheger, U.R., Alberts, H.J., Feinholdt, A. and Lang, J.W., 2013. Benefits of mindfulness at work: The role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction. Journal of Applied Psychology, 98(2), p.310.

Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational behavior: An evidence-based approach. IAP.

Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.

Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.

Ritz, A., Giauque, D., Varone, F. and Anderfuhren-Biget, S., 2014. From leadership to citizenship behavior in public organizations: When values matter. Review of Public Personnel Administration, 34(2), pp.128-152.