Employee attitudes and job satisfaction are linked, with positive attitudes leading to higher job satisfaction and productivity. Culture, compensation, and relationships with colleagues also affect attitudes. Employers can evaluate and improve these factors to increase job satisfaction and reduce absenteeism.
There is some link between the attitudes and job satisfaction of an organization’s employees. Attitudes, or how employees feel about job duties, working conditions, and compensation, all contribute to the job satisfaction that infiltrates a company. Generally, the more positive attitudes there are towards an employer, the higher job satisfaction will be among employees, and this can lead to higher work productivity. An employer’s staff or human resources department can perform studies to evaluate both of these factors, and can also implement programs to improve sentiment.
Culture can affect employee attitudes and job satisfaction. For example, if an individual belongs to a culture in which certain religious days are recognized, how an employer treats those days could affect that employee’s job satisfaction. If society honors the religious day as a holiday, it is likely to resonate well with an individual of that culture. On the other hand, in case an employer does not honor the religious holiday of a certain culture, that individual attitude could be negatively affected which in turn could lead to lower job satisfaction.
Compensation, including wages and payroll of employees, definitely determine how employees perceive their work. Employers who create environments where employees are paid fairly and where there are opportunities for growth can create positive feelings about employees. If, however, there are negative factors affecting benefits, such as higher health care costs that reduce employees’ net income, attitudes and job satisfaction could suffer. Attitudes towards an employer are often influenced by relationships with colleagues as well. If there is a strong sense of a team environment, for example, this could lead to supportive attitudes in a workplace, while hostile relationships can harm the work environment.
Signs that improvements need to be made in employee attitudes and job satisfaction could be identified in behavior patterns. For example, high absenteeism could be the result of stress and illness produced by low job satisfaction. Concerns about negative attitudes and low job satisfaction could be addressed by distributing employee surveys to find out what might be driving the negative sentiment. Based on employee responses, an employer can implement changes that could produce positive results. Higher job satisfaction could reduce absences, which in turn should lead to higher employee output.
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