Attitude in organizational behavior refers to a persons overall evaluation, beliefs, and feelings towards their work, coworkers, and the organization. It is a hypothetical construct composed of three highly interrelated components: a cognitive component, dealing with the beliefs and ideas about the object; an effective element, which is a persons feeling about an object; and a planned element, which is the persons intention towards an object. Attitudes are learned through social interaction and experience.

Work attitudes are the feelings we have toward different aspects of the work environment. Two particular job attitudes have the greatest potential to influence how we behave: job satisfaction and organizational commitment. Work attitudes are even more strongly related to organizational citizenship behaviors, such as helping new employees or working voluntary overtime. Satisfied and committed people are absent less frequently and for shorter duration, are likely to stay with a company longer, and demonstrate less aggression at work.

Attitudes have predictive power in learning and expecting workers manners and output. By assessing workers attitudes, organizations can gain insight into their level of job satisfaction, loyalty, and readiness to commit to discretionary efforts. This helps organizations design interventions, policies, and plans to better worker satisfaction and performance.

In summary, attitude in organizational behavior refers to a persons overall evaluation, beliefs, and feelings towards their work, coworkers, and the organization. It is a learned construct composed of cognitive, effective, and planned elements. Work attitudes are strongly related to job satisfaction, organizational commitment, and organizational citizenship behaviors. Organizations can use attitudes to predict workers behaviors and design interventions to improve worker satisfaction and performance.