Reading- The link between employee attitudes and job performance has been described as the “Holy Grail” of organizational psychology (Landy, 1989). On one hand, positive employee attitudes can lead to exceptional job performance, elevated teamwork, and the achievement of organizational goals. On the other hand, negative employee attitudes can detract from job performance, poison team morale, and limit organizational effectiveness.
For the first Discussion this week, you considered factors that affect employee attitudes. In this Discussion, you will build on your learning and consider how employee attitudes impact team and organizational effectiveness and what I/O psychology practitioners can do to improve negative employee attitudes.
Landy, F. J. (1989). Psychology of work behavior (4th ed.). Belmont, CA, US: Thomson Brooks/Cole Publishing Co.
Discussion
Post a response to the following:
Identify a time when you have been aware of how your attitude in the workplace has impacted the overall effectiveness of the team or organization. Describe the conditions and factors that impacted this situation, such as interpersonal perceptions, emotions, and stress. Using this week’s Learning Resources and additional resources that you found, discuss how an I/O psychology consultant or coach might implement training or another strategy to address and improve negative employee job attitudes and organizational effectiveness.
Resources to read and pick from to use. 
Neck, C. P., Houghton, J. D., & Murray, E. L. (2024). Organizational behavior: A skill-building approach (3rd ed.). Sage Publications, Inc.
Chapter 5, “Emotions, Attitudes, and Stress”
Chapter 4, “Perception and Learning”
Ones, D. S., Anderson, N., Sinangil, H. K., & Viswesvaran, C. (Eds.). (2018). The Sage handbook of industrial, work, and organizational psychologyLinks to an external site. (2nd ed., vol. 2). London, UK: Sage. 
Volume 2, Chapter 1, “Attitudes: Satisfaction, Commitment, and Involvement”
Volume 2, Chapter 2, “Employee Self-Concept and Identity”
Volume 2, Chapter 3: “Organizational Justice”
Choi, D., Oh, I-S., & Colbert, A. E. (2015). Understanding organizational commitment: A meta-analytic examination of the roles of the Five-Factor Model of personality and culture. Journal of Applied PsychologyLinks to an external site., 100(5), 1542–1567.
De Menezes, L. M., & Kelliher, C. (2017). Flexible working, individual performance, and employee attitudes: Comparing formal and informal arrangements. Human Resource ManagementLinks to an external site., 56(6), 1051–1070.