There are different definitions of job attitude and what it really entails. To me, job attitude refers to the beliefs, opinions, or feelings that individuals develop in a work environment. The attitude shows the intentions of employees within the organization, and it is not related to their behavior. There are three main job attitudes that affect the work behaviors of employees, and they apply to me to a greater extent. They include job satisfaction, organizational commitment, and job engagement. These job attitudes can be measured by conducting an attitude survey and using exit interviews. Working as an HR intern at a local firm made me comprehend how these attitudes affect the overall performance of the employees and how important they will be to me when I start working. Job satisfaction refers to the degree of self-motivation that employees feel on the work that they have done. During my internship, I observed that the employees were steady and relaxed in the firm. I felt motivated to be part of the firm where employees uphold a sense of accomplishment for their work.
Organizational commitment refers to the ultimate urge of employees to have a strong connection with the organization. The three aspects of commitment are an affective commitment, continuance commitment, and normative commitment. Affective commitment says that employees stay because they want to. Continuance commitment suggests that employees remain in the organization because they need to. Normative commitment depicts that employees stay in the organization because they have no choice. I observed that employees within the organization were unwilling to take new challenges in other firms. Job engagement is where the employees contribute their emotional, mental, and physical efforts to the organization. I noticed that the employees used all their abilities to carry out normal operations of the organization.
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There are several predictors acknowledged for developing positive work attitudes among employees. Some predictors include job characteristics, work relationships, and person-environment fit. Job characteristics explain that employees prefer less complicated tasks as they are easier to handle, and they will feel comfortable when doing such tasks. Having positive work relationships with colleagues and the management makes an employee be stable, thus improved performance. The organization should create a conducive working environment that promotes the welfare of its employees to boost their morale.
