Chapter 3: Attitudes and Job Satisfaction
Definition of Attitude
An attitude is defined as "evaluative statements or judgments concerning objects, people, or
events." It reflects how one feels about something or someone.
The Three Components of Attitude
Attitudes are generally comprised of three fundamental properties, often referred to as the CAB
model. While these are distinct for analysis, in practice, they are highly interrelated and difficult
to separate.
1. Cognitive Component (Evaluation)
This refers to the opinion or belief segment of an attitude. It sets the stage for the more critical
part of an attitude.
Example: An employee believes they deserved a promotion that they
did not receive.
2. Affective Component (Feeling / Emotional)
This is the emotional or feeling segment of an attitude. It is the reaction to the cognitive
evaluation.
Example: Because the employee believes they were unfairly passed
over for a promotion, they strongly dislike their supervisor.
3. Behavioral Component (Action)
This refers to an intention to behave in a certain way toward someone or something. It is the
physical manifestation of the thought and feeling.
Example: The employee complains to HR or begins looking for a new
job.
Note: In reality, these three components—Cognitive, Affective, and Behavioral—are
closely linked and difficult to separate. For instance, the thought (cognition) and the
feeling (affect) often occur simultaneously.
Cognitive Dissonance
Cognitive dissonance is defined as "any incompatibility between two or more attitudes or
between behavior and attitude."
Job Attitudes
Job attitudes refer to the evaluations and feelings employees hold regarding their work
environment.
Beyond general attitudes, several specific attitudes relate directly to the workplace. Key job
attitudes include:
1. Job Satisfaction: Refers to positive feelings about the workplace.
2. Job Involvement: The degree of psychological identification an
individual has with their job.
Definition of Attitude
An attitude is defined as "evaluative statements or judgments concerning objects, people, or
events." It reflects how one feels about something or someone.
The Three Components of Attitude
Attitudes are generally comprised of three fundamental properties, often referred to as the CAB
model. While these are distinct for analysis, in practice, they are highly interrelated and difficult
to separate.
1. Cognitive Component (Evaluation)
This refers to the opinion or belief segment of an attitude. It sets the stage for the more critical
part of an attitude.
Example: An employee believes they deserved a promotion that they
did not receive.
2. Affective Component (Feeling / Emotional)
This is the emotional or feeling segment of an attitude. It is the reaction to the cognitive
evaluation.
Example: Because the employee believes they were unfairly passed
over for a promotion, they strongly dislike their supervisor.
3. Behavioral Component (Action)
This refers to an intention to behave in a certain way toward someone or something. It is the
physical manifestation of the thought and feeling.
Example: The employee complains to HR or begins looking for a new
job.
Note: In reality, these three components—Cognitive, Affective, and Behavioral—are
closely linked and difficult to separate. For instance, the thought (cognition) and the
feeling (affect) often occur simultaneously.
Cognitive Dissonance
Cognitive dissonance is defined as "any incompatibility between two or more attitudes or
between behavior and attitude."
Job Attitudes
Job attitudes refer to the evaluations and feelings employees hold regarding their work
environment.
Beyond general attitudes, several specific attitudes relate directly to the workplace. Key job
attitudes include:
1. Job Satisfaction: Refers to positive feelings about the workplace.
2. Job Involvement: The degree of psychological identification an
individual has with their job.
