Analyzing Elements Of Organizational Citizenship Behaviors And Personality Job Fit Theory

I believe that it is important to understand that job satisfaction has an impact on job performance. In my personal experiences I have seen management completely oblivious to the concerns of their staff that had a negative impact on job satisfaction. The text cites 300 studies that found that organizations with

Financial Advisor (2007) reported that one of the major reasons employees left their jobs was because of job dissatisfaction. Kreitner and Kinicki (2010) defined job satisfaction as “an affective or emotional

When a person comes to work each day, they are required to perform their job duties to the best of their ability. However, how a person performs these duties each day depends on how much they like or dislike their occupation. Job satisfaction affects job performance and turnover rates. “Job satisfaction essentially reflects the extent to which an individual likes his or her job. Formally defined, job satisfaction is an effective or emotional response toward various facets on one’s job (Kinicki & Fugate, 2016, pg. 57).” It is possible a person only likes part of his or her job though. Job satisfaction has five predominant models. These models are: was need fulfillment met, are expectations met, values, equity (fairness), and dispositional/ genetic components. Job satisfaction also affects attitudes and

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

Job dissatisfaction can come from “inadequate remuneration, increased workload, lack of career advancement, professional recognition, work policies, and the job insecurity” (Basak, S. K., 2014). For this discussion board post I chose deviant workplace behavior as well as affective and behavioral components. While they may be different, they both equally affect dissatisfaction.

The employee turnover metric steers the skill-building process towards achieving process success by establishing effective skill-building programs that enhance employee capability and performance. An additional metric that could be used to measure the effectiveness of the Perfect Financial Review are “Employee Job Satisfaction Survey’s”. Studies show that satisfied, motivated employees are the foundation for higher customer satisfaction and business results (Sinclaircustomermetrics.com, n.d.). Using this metric can assist management in identifying the problem that is causing employee turnover, job dissatisfaction and poor organizational

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

Changing employee attitudes, expectations and needs are related to employee’s satisfactory with their jobs, work condition, basic needs, safety standards, career development and other desires. For example, employees may somehow delay jobs to express their uncomfortable in the organisation. In contrast, if employees have a positive mind and energy, they will deliver jobs on time, productive and be capable for undertaking new tasks. Referring to Michal Igielski (2015), managing modern businesses will face many challenges, which based on economy change. The changing reality has forced the transformation of organisations into the ones which are relying on the knowledge, competence and abilities of their employees. Therefore, organisations must take action to identify the effectiveness in managing employee’s satisfaction to extend the workforce commitment and loyalty to their

Effect of employees Organizational citizenship behavior, Job satisfaction and Emotional Intelligence all are linked together in the organization.

Job satisfaction can be known to some people as an important element in their lives. If an individual is unhappy with their occupation it may affect other parts of their life. Job satisfaction can be seen in what one wants in a job as to what one has in their current job.

Personal characteristics of workers also has an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is more adjusted personally, they will be more satisfied with work. Most of all having a job with decent and fair wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors.

I have read and understand the Rules relating to Awards (Rule 3.18) as contained in the University Handbook. I understand the penalties that apply for plagiarism and agree to be bound by these rules. The work I am submitting electronically is entirely my own work

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Organizational citizenship behaviour (OCB) have long been a field studied by many in order to find out whether there are correlations between different personalities that have a direct effect to OCB.

To give context, Job satisfaction can be defined as “positive feeling about one’s job, resulting from an evaluation of its characteristics” (Robbins, Judge et al. 2013). Firstly, Saari and Judge (2004) conferred the idea that good management can improve job satisfaction and stated that an individual has higher levels of job satisfaction when if a manager can create four key positive job oriented roles; mentally challenging work, equitable rewards, supportive work environment, and supportive work colleagues. Conversely, it was then proposed by Ilies, R. and Judge, T.A., 2003 that job satisfaction is only partially determined by the degree of management, whereas predetermined genetic attributes have a higher level of importance on job satisfaction.