Module 3

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Louisiana State University *

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7910

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Management

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Feb 20, 2024

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Your boss has asked you for evidence that shows the link between employee attitudes such as job satisfaction, commitment, and engagement, and both individual an d organizational outcomes. Develop a logical argument for how these are connected to one another and outcomes (individual and organizational). Use the textbook (and the studies it cites) or other sources to support your argument. Job satisfaction, commitment, and engagement are unarguably interconnected in that each contributes to the individual and organization’s success. First, we must look at them individually to find the connection that links them. Changing employee attitudes and engagement can lead them to do tasks that are beyond their formal job descriptions (Cascio & Boudreau, 2011). These positive citizenship behaviors would allow the individuals to further their personal growth and expand their capabilities. Similarly, As Cascio and Boudreau mentioned in the text, positive employee attitudes connect to organizational success, and attitudes are multidimensional. In a way, job satisfaction is a multidimensional attitude (Cascio & Boudreau, 2011). Job satisfaction comprises job security, benefits, compensation, opportunities, and a safe feeling in the work environment (Cascio & Boudreau, 2011). The satisfaction sets the foundation block for the employee to desire further commitment and engagement. With positive satisfaction, commitment, and engagement, it is natural to think that this would decrease the turnover and absence in the company. In return, this would decrease the company’s spend on turnovers. Cascio and Boudreau may also argue that companies with highly engaged employees may provide a

competitive advantage over other companies since the employees are more willing to cooperate with each other, devote extra effort to innovation, and effectively adapt to changes. With all the individuals doing jobs surpassing their roles, this would increase the company’s overall customer satisfaction, profitability, and shareholder value. Cascio, W. F., & Boudreau, J. W. (2011). Investing in people: Financial impact of human resource initiatives . FT Press. Response to Latanna Stone and Omaima Hi Latanna, Echoing other people's comments on an excellent job of breaking down each aspect of the employee's attitude and contributing to the success of the company's outcome as well as for the individual. I shared a similar view with you on the outcome of job satisfaction, employee commitment, and employee engagement. Inarguably, there is definitely a positive correlation between the employee's engagement and the company's performance outcome as well as individual. Although some of the evidence may not be clear and difficult to collect, the logical thought that having employee

commitment and engagement would drive the company forward is rather evident to me since I have witnessed companies where the employee shows a lot of engagement. Relatively speaking, the more satisfied you are with the company, the more you are likely to seek advancement within the company. However, it is important that we also look into what drives satisfaction, commitment, and engagement. In other words, what will the company offer to increase employee satisfaction? Response to Katelyn Rains Hi Katelyn, Indeed, companies should strive to increase job satisfaction, employee engagement, and commitment to drive company success through productivity. I like how you pointed out that job satisfaction and employee commitment are interconnected, in which employees who are satisfied with their work tend to be more committed to their jobs. As a result, unsurprisingly, the committed employee has a higher performance level and positive impact on the organization than the non-committed employees. Moreover, I like that you mentioned mental health and overall quality of life for individuals that would come along with job satisfaction. I agree with your view because their morale would improve if they were happy with their job. Then, their mental health and quality of life would also come with better morale.

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Thus, companies must focus on employee job satisfaction, engagement, and commitment.

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