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attitude theory

Ricky W. Griffin


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This connotes the body of extant knowledge concerned with the structure of attitudes and the determination and consequences of attitudes. Attitude theory has generally tended to focus on the components of attitudes, the formation of attitudes, and the formation of quasi‐consistent construct systems comprised of different attitudes, values, and beliefs. Central to this body of knowledge is work concerned with attitudes that manifest themselves in and/or that are relevant to the workplace. An attitude is a relatively enduring feeling, belief, and behavioral tendency directed toward specific individuals, groups of individuals, ideas, philosophies, issues, or objects ( Ajzen and Fishbein, 1980 ). Thus, in an organization, a person may (and likely will) have attitudes about various co‐workers and colleagues, supervisors, subordinates, various organizational policies and practices, physical working conditions, rewards and other compensation, opportunities for advancement, the organization's culture and climate, and a wide variety of other organizational characteristics ( see organizational culture ). The dominant approach to characterizing the structure of an attitude is in terms of three components. The affective component of an attitude is the emotion, feeling, or sentiment the person has toward something. For example, the statement “I do not like that particular work group” reflects ... log in or subscribe to read full text

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