Impact of Work Factors on Employee Attitudes

This assignment delves into the relationship between various work factors and employee attitudes. It examines research on how aspects like supervisory support, purposeful work behavior, organizational engagement, mindfulness, high-performance work systems, leadership, perceived overqualification, psychological contract breach, career orientation, and organizational context shape job satisfaction, withdrawal behaviors, and overall employee well-being. The analysis draws upon academic literature to understand the complex interplay between these factors.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student:
Name of the University:
Author’s Note:

1ORGANIZATIONAL BEHAVIOR
Introduction
Organizational behavior signifies the way in which the members of an organization
interact with each other. It defines the behavioral pattern of the organizational members within
an organizational context (Kehoe and Wright 2013). This study will demonstrate the
circumstances, where attitude determines the behavior of the organizational members at their
workplace. The study will also examine the known factors of job satisfaction and organizational
commitment. Apart from that, the study will also assess the extent to which organizational
members should care about the organizational commitment level of the employees.
Discussion
Attitude refers to the way people think or feel about something or someone. Work
Attitude refers to the set of evaluation regarding people’s job, which frames their belief about,
feelings towards and attachment to their jobs. The attitude of the employees can have both
positive as well as negative effect on their behavior at their workplace. Barrick, Mount and Li
(2013) pointed out that the employees having positive attitude on their job and their colleagues
can have positive influence on their surrounding people. On the other hand, the employees
having negative attitude mostly have negative influence on their surrounding people at their
workplace. The impact of attitude on the behavior of the employees can be specifically measured
through assessing the average behavior of the employees rather than their isolate behavior.
According to Bissing‐Olson et al. (2013), cognitive dissonance is the feelings of
uncomfortable tension in mind due to involvement of two conflicting attitude, behaviors and
beliefs. It requires alternation of the one of the attitudes or behaviors for reducing the discomfort
in mind. In such situation, alteration of attitude or behavior causes cognitive dissonance. On the
other hand, Loi, Chan and Lam (2014) stated that self fulfilling prophecy is the prediction, which
directly or indirectly causes itself towards becoming true. In this process, the employees try to
convert their attitude in reality. Moreover, such situation leads the attitude of the employees
towards determining their behavior in real situation. Attitudes are more likely to share the
behavior of the employees, when the attitudes are highly potent. It often indicates the mindless
reaction, which can be adaptable in all types of situations. It frees employees’ mind through
indicating specific behavior in some specific work situation.

2ORGANIZATIONAL BEHAVIOR
Attitude is highly important within a person, which helps that person towards dealing
with the highs and lows in his/her life. As per Barrick et al. (2015), living joyful life and getting
great accomplishment in life requires positive attitude towards effectively dealing with the
difficulties in life. Attitude shapes the employee behavior within the workplace, which actually
have huge influence on the organizational culture. Therefore, it can be said that positive attitude
assists the employees in building collaborative and warm relationship with their co-workers.
Furthermore, Maynard and Parfyonova (2013) stated that positive attitude within the employees
facilitates them to be more encouraged towards enhancing their overall productivity.
Right and positive attitude of the employees helps in gaining positive personal experience
for the employees and they can better interact with other for handling complex business
problems effectively. The employees having positive attitude can see things positively and better
lead other employees towards extracting best out of them. Right attitude makes the employees
able to see the big perspective behind any specific job. Moreover, positive attitude enhances the
power of visualization of the employees, which enhances their forecasting power regarding
future prospect of the business. The employees having positive attitude love to bring creativity in
business, which fosters innovation within the business.
Furthermore, Hülsheger et al. (2013) opined that the employees having right attitude are
highly capable of developing innovating ideas and coming up with more creative solution for
solving complex organizational problems. On the contrary, Rayton and Yalabik (2014) pointed
out that negative attitude within the employees restrict their creativity power, as they are not
encouraged towards contributing in organizational success. In this way, proper attitude within the
persons direct them towards their success in life. Moreover, positive attitude with the employees
enhances their determination level, which makes them capable of dealing with complex
challenges and gaining better career development in life.
Job satisfaction refers to the level of enjoyment or fulfillment, which an employee feels
regarding his/her job. Job satisfaction can also define the positive emotional attachment of the
employees with their jobs. It actually acts as motivator for the employees towards enhancing
their performance. On the contrary, organizational commitment refers to the bonding of the
employees, which the employees feel with their organization. Committed employees are more
prone to demonstrate greater connection with their organizations. Satisfied employees are

3ORGANIZATIONAL BEHAVIOR
generally more loyal and committed towards the success of their organization. However, job
satisfaction and organizational commitment of the employees depend on several factors.
Ngo et al. (2013) pointed out that payment is the prime factor, which is highly
responsible for the satisfaction level of the employees. Adequate and fair amount of payment
offered to the employees encourage them towards long term continuation of their job with their
organization. Moreover, fair payment actually drives organizational commitment of the
employees with their organizations. On the other hand, Bagger and Li (2014) opined that
effective working condition enhances the job satisfaction and organizational commitment level
of the employees with their organizations. Moreover, the employees should be provided with
flexible working condition, where job stress and work overload is less. Such working condition
can enhance the satisfaction level of the employees, which also indirectly enhances their
organizational commitment level.
Furthermore, Jensen, Patel and Messersmith (2013) pointed out that collaborative
working relationship and respect from the co-workers meets the social needs of the employees
within their workplace. Therefore, collaborative working relationship enhances the job
satisfaction and organizational commitment of the employees. Furthermore, effective bonding
with the colleagues also enhances the attachment level of the employees with their organizations.
According to Maynard and Parfyonova (2013), relationship with the supervisors also
plays an important role in enhancing the satisfaction level of the employees. Moreover, the
employees are highly prone to show their commitment with their organization, when they avail
adequate support from their supervisors. Collaborative relationship with the supervisors
enhances their bonding with their organization. Furthermore, the scope of career advancement
can also encourage the employees towards serving long term in their organization. Moreover, the
scope of career progression actually enhances the satisfaction and commitment level of the
employees (Tschopp, Grote and Gerber 2014).
Organizational commitment defines the psychological bonding or attachment of the
employees, which they feel about their organization. Employees are actually committed with
their organizations, when the employers are capable of meeting all their needs and demands.

4ORGANIZATIONAL BEHAVIOR
Committed employees feel high level of bonding and connection with their organization. They
are more prone to show their determination towards achieving organizational success.
Rayton and Yalabik (2014) pointed out that committed employees are extremely serious
and feel high level of involvement with the organizational goals and objectives. Therefore, such
employees can provide more production than other employees and apply work efficiencies in
their job role for ensuring organizational success. Therefore, the managers of an organization
should always make sure that their employees are actually committed in their organization. On
the other hand, Barrick et al. (2015) stated that committed employees are highly encouraged
towards applying their efficiency level in achieving organizational success. Therefore, the
managers should obviously assure that the employees are highly committed with their
organization.
As per Kehoe and Wright (2013), committed employees are extremely loyal with their
organizations and they are less likely to leave from their existing organization, even if they are
offered with grater job opportunities or salary package. Positive psychological bonding binds the
employees with their organization for longer time. In this way, organizational commitment
actually reduces employee turnover rate and enhances employee retention level. Therefore, the
managers of an organization should make sure about the commitment level of the employees.
Loi, Chan and Lam (2014) opined that committed employees are highly prone towards fostering
encouraging working environment with their organization. Therefore, the organizational
managers should seriously look after the commitment level of the employees.

5ORGANIZATIONAL BEHAVIOR
Conclusion
While concluding the study, it can be said that positive attitude encourages an employee
towards being more enthusiastic on the organizational goals. Positive attitude also encourages
the employees in creating positive work environment, which also motivates others in enhancing
their overall productivity. Right attitude always enables the employees towards creating
innovative ideas, which fosters organizational uniqueness. There are several factors, which foster
the job satisfaction and organizational commitment level of the employees. Job satisfaction and
organizational commitment of the employees are primarily dependent on fair salary package
offered to them. Furthermore, encouraging working condition having less job stress and reduced
workloads enhances the satisfaction level of the employees. Apart from that, supportive and
collaborative working environment reduced the job stress level of the employees and enhance
their satisfaction and commitment level. Furthermore, the employees are highly committed
towards demonstrating their commitment to their organization, when they can get any scope for
career advancement. Committed employees are less likely to leave their organizations and foster
positive working environment. Therefore, the managers of organizations should always make
sure that the employees are highly committed with their organization.

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Reference List
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Barrick, M.R., Mount, M.K. and Li, N., 2013. The theory of purposeful work behavior: The role
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