The paper "Attitudes and Job Satisfaction Written by Lise M. Saari and Timothy A. Judge" is a perfect example of an article on management. The article Employee Attitudes and Job Satisfaction written by Lise M. Saari and Timothy A. Judge in 2004 addresses the question of whether happy employees are more productive or less productive. They attempt to answer this question by addressing what they term as practitioner knowledge gaps and giving recommendations on job satisfaction and employee attitudes. There are three major knowledge gaps related to employee attitudes and they include their causes, results of negative and positive attitudes, and how they can be influenced and measured (Saari & Judge, 2004, p. 395).
In this paper, I will critically analyze the article Employee Attitudes and Job Satisfaction giving personal opinions on the strengths and weaknesses as regards the research topic. Saari and Judge (2004, p. 396) use job satisfaction to represent employee attitudes arguing that it is the most focal attitude of employees. Job satisfaction is described as the positive or pleasurable state of emotion that occurs when an employee appraises his/her job.
An emphasis is placed on thinking, cognition, feelings, and affect. Thinking and feeling are involved when people assess their jobs as they are related to psychologically and biologically. In my view, job satisfaction can effectively represent employee attitudes because it represents the thinking and consequently the feelings of the employees. Job satisfaction has also been described as one of the important attitudes at the workplace that influence human behavior. Other attitudes include job involvement, organizational commitment, and job, task, and contextual performance (Hettiararchchi & Jayarathna, 2014, p. 76-77). Causes of Job Satisfaction and Employee Attitudes Saari and Judge (2004, p. 396) argue that the disposition of individual employees is an important factor in employee attitudes.
People who show dissatisfaction in one job are more likely to be dissatisfied even if they change companies or jobs. The differences in disproportion and adult and childhood temperament have been found to influence job satisfaction. This may be due to the emotional experiences at work that affect individuals, their perception of work, and personality traits. This view is accurate in my opinion. Erol-Korkmaz (2010, p. 5) also supports the argument by stating that genetic predispositions may exist where individuals persistently like or dislike their jobs.
Aziri, 2011. Job satisfaction: A literature review. Management Research and Practice, 3(4), pp: 77-86.
Erol-Korkmaz, H., 2010. The relationship of categories of work events to affective states and attitudes in the workplace: a test of the affective events theory. Middle East Technical University, Available at
Hettiararchchi, H. & Jayarathna, S., 2014. The effect of employee work related attitudes on employee job performance: A study of tertiary and vocational education sector in Sri Lanka. IOSR Journal of Business and Management, 16(4), pp. 74-83.
International Public Management, 2006. Employee attitude surveys. IPMA-HR. Available at
Saari, L. & Judge, T., 2004. Employee attitudes and job satisfaction. Wiley Periodicals, 43(4), pp. 395-407.