Attitudes On Job Satisfaction Attitudes On Job Sa

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Attitudes on Job Satisfaction April, 2011 Since businesses have realized happy employees are the most important component of organizations, managers focus on gaining knowledge of “positive and negative evaluations that employees hold about aspects of their work environment” (Judge & Robbins, 2010, p. 76). “A corporation that’s filled with happy, motivated employees isn’t just a pleasant place to work; it’s also likely to be more profitable”( Schoeff, 2006, para. 1). Employees are becoming increasingly important for organizational success and competitiveness. Satisfied employees tend to be more productive, creative and committed to their employers. The purpose of this paper is to explore and understand the importance of enhancing organizational practice in the area of improving employee attitudes relating to job satisfaction. In recent years, there has been an increased awareness of how attitudes can influence the work environment and employee engagement. It is a complex influence due to the fact that “our cultural backgrounds and experiences vary so our attitudes and behavior vary” (Kreitner & Kinicki, 2001, p. 153). Further, as the business world becomes more culturally diverse, so does an organization’s employee attitudes. Employee attitude is one factor that plays a role in job satisfaction. “Employees have attitudes or viewpoints about many aspects of their jobs, their careers, and their organizations. However, from the perspective of research and practice, the most focal employee attitude is job satisfaction” (Saari & Judge, n.d., pp.395-396). Attitudes are evaluative statements (either favorable or unfavorable) concerning objects, people, or events. Employee attitudes show their feelings about their job. Typically, researchers have determined that attitudes have three components: cognition, affect, and behavior. “The cognitive

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