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Attitudes impact employee conduct and performance. In order to satisfy the needs of employees in the workplace, their concerns and feelings must be addressed because they contribute to the success of an organization. If employees are content and management is continuously looking for ways to improve the morale of workers, organizations are more efficient, customers are happier, and profits increase. Employers must recognize that the state of their business depends on how their employees feel about the issues that they encounter in the workplace. If employees are not thoroughly satisfied with their employment, they can succumb to negative attitudes and emotions that influence others within the organization.
INTRODUCTION
Attitudes and the affect they have on the workforce have been studied and thoroughly researched since the early 1900s (Irshad & Naz, 2011). In key job related behavior, including job performance and employee turnover, most studies have focused on employee job satisfaction (Irshad & Naz, 2011). Attitudes affect behavior and therefore are integral in studying how individuals and cultures within a company are affected. (Robbins & Judge, 2015) Attitudes displayed by individuals and groups are seen in their behavior and how they perform (Robbins & Judge, 2015). It is important for managers to understand how each employee feels and how that is reflected through their work (Robbins & Judge, 2015). Attitudes and behavior have the ability to reveal how satisfied people are with their jobs and they can affect a company's performance (Robbins & Judge, 2015). Still, there are many distinctive factors revolving around attitudes that affect workplace performance including: job satisfaction; organizational commitment; personality traits; age; salary; marital status; and education levels (Irshad & Naz, 2011). People have been studying attitudes and the affect they have on job satisfaction since the early 1900s. Many have tried to explain job satisfaction through theories including Maslow's Hierarchy of Needs, Herzberg's Two Factor Theory, Expectancy Theory, Social Information Processing, Opponent Process Theory, and Genetic Theory of Job Satisfaction (Irshad & Naz, 2011).
COMPONENTS OF ATTITUDES
Researchers studying attitudes have focused on three main parts: cognition, affect, and behavior (Robbins & Judge, 2015). The cognitive element is an explanation or belief component, while the affective focuses on emotions and feelings (Robbins & Judge, 2015). The behavioral element focuses on...