It is implied that companies hire people with the expectation that those individuals have certain impressive skills, abilities, moods, personalities, and values. So, it becomes necessary to understand individual characteristics that matter for employee behaviors at work. 
How people behave in an organization depends on their work attitudes. An attitude, here, refers to their opinions, beliefs, and feelings about aspects of the environment. At work, two particular job attitudes have the greatest potential to influence how people behave.

These are job satisfaction and organizational commitment.
Job satisfaction refers to the feelings people have toward their job. Job satisfaction is probably the most important job attitude.
Organizational commitment is the emotional attachment people have towards the company they work for. There is quite a high degree of overlap between job satisfaction and organizational commitment. This is because things that make people happy with their job often make them more committed to the company as well.
Companies believe that these attitudes are worth tracking as they are often associated with important outcomes such as performance, absenteeism, and turnover. 

It is worth noting that attitudes are more strongly related to intentions to behave in a certain way, rather than actual behaviors. In other words, attitudes not only give us hints about how a person might behave, it is important to remember that behavior is also strongly influenced by situational constraints.
According to a study, people who have a positive disposition (those who have a tendency to experience positive moods more often than negative moods) tend to be more satisfied with their jobs and more committed to their companies, while those who have a negative disposition tend to be less satisfied/committed. 
A strong influence over the satisfaction level of the people is how fairly they are treated. People pay attention to the fairness of company policies, treatment from supervisors, and pay and other rewards they receive from the company.

Research also shows that the relationship with the manager, how considerate the manager is, and whether people build a trust-based relationship with their manager are critically important to their job satisfaction.
Reasonably, the amount of stress present in a job is related to the satisfaction and commitment. For example, experiencing role ambiguity, role conflict, organizational politics, and worrying about the security of the job are all stressors that make people dissatisfied. On the other hand,  some stressors actually have the potential to make people happier! For example, working under time pressure and having a high degree of responsibility are stressful, but they can also be perceived as challenges and ultimately tend to increase satisfaction. 
Thus, understanding about work attitudes can help in improving the organizational behavior.