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Attitudes01:54

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Attitude is our evaluation of a person, an idea, or an object. We have attitudes for many things ranging from products that we might pick up in the supermarket to people around the world to political policies. Typically, attitudes are favorable or unfavorable: positive or negative (Eagly & Chaiken, 1993). And, they have three components: an affective component (feelings), a behavioral component (the effect of the attitude on behavior), and a cognitive component (belief and knowledge;...
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Job attitudes.

Timothy A Judge1, John D Kammeyer-Mueller

  • 1Mendoza College of Business, University of Notre Dame, Indiana 46556, USA. tjudge@nd.edu

Annual Review of Psychology
|December 2, 2011
PubMed
Summary
This summary is machine-generated.

This review clarifies job attitudes, exploring their cognitive and affective bases and dispositional versus situational influences. Recent research examines how these factors interact to shape employee attitudes and behaviors.

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Area of Science:

  • Organizational Psychology
  • Industrial-Organizational Psychology

Background:

  • Job attitudes represent a foundational and extensively studied area within organizational psychology.
  • Recent years have seen significant advancements in understanding the complexities of job attitudes.

Purpose of the Study:

  • To provide a comprehensive survey of recent research on job attitudes.
  • To clarify definitional issues concerning the nature, scope, and structure of job attitudes.
  • To synthesize current understanding of the interplay between dispositional and situational factors influencing employee attitudes.

Main Methods:

  • Review of recent literature in job attitudes research.
  • Analysis of studies employing within-persons designs to examine attitude bases.
  • Examination of research investigating the relationship between attitudes and behaviors at multiple levels of analysis.

Main Results:

  • Recent research has informed the debate on cognitive versus affective bases of job attitudes.
  • New perspectives are emerging on the interaction of dispositional and situational influences on employee attitudes.
  • Established links between employee attitudes and individual/aggregated behaviors continue to be explored and expanded.

Conclusions:

  • The field of job attitudes is dynamic, with ongoing refinement of definitions and theoretical frameworks.
  • Understanding the multifaceted influences on job attitudes is crucial for predicting employee behavior.
  • Future research will likely continue to explore the intricate relationships between attitudes, their determinants, and behavioral outcomes.