Correlation Between Job Engagement, Education And Job Satisfaction

job satisfaction will be examined. This study will take place in nine elementary schools, two

Job satisfaction can be found in all jobs given the factors of wage, environment, and reward. Choosing a high paying jobs means sacrificing personal interest to most people and immersing themselves in an environment in which they would be forced to deal with working day to day with disinterest and mental taxation. All these disadvantages may put off most people when considering a job, yet when considering the long term rewards that such stressful jobs give, it can be seen that the job is worth taking. High paying jobs offer not only a sense of security, but the freedom to live any way anyone would

Job satisfaction can be defined as psychological state of how an individual feels towards work, in other words, it is people‟s feelings and attitudes about variety of intrinsic and extrinsic elements towards jobs and the organizations they perform their jobs in. The elements of job satisfaction are related to pay, promotion, benefits, work nature, supervision, and relationship with colleagues. Employees‟ satisfaction is considered as all-around module of an organization‟s human resource strategies. According to Simatwa (2011) Job satisfaction means a function which is positively related to the degree to which one‟s personal needs are fulfilled in the job situation. Kuria (2011) argues that employees are the most satisfied and highly productive when their job offers them security from economic strain, recognition of their effort clean policy of grievances, opportunity to contribute ideas and suggestions, participation in decision making and managing the

Changes occur on an ongoing basis because of socioeconomic issues, cultural transformations, new technologies, fresh or revised ordinances, and new or revised accreditation or certification criteria. One technological change at the sector level was the changeover from a newspaper-based environment in health care to an electronic environment. This alteration has

Those individuals with high job satisfaction tend to have positive feelings towards their job, their colleagues and the company that hired him or her. On the other hand, those who are not satisfied have strong negative notions towards their organization (Robbins and Judge, 2015). Employee involvement has a direct correlation with job satisfaction. Companies that allow their employees to be involved in the decision-making process and give them the freedom to show their talent through their work, has become the forefront of employee engagement. For many years, businesses have been following archaic traditions in the sense of people would go to work, complete their hours under supervision and go home. Today, employees look forward to going to work for a company where the workplace is more friendly and connected (Suma and Lesha,

Job satisfaction in regards to one’s feeling or state of mind regarding nature of their work. Job can be influenced by variety of factors like quality of one’s relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc.

However, the benefit of knowing what those items were was not provided; only the summary results were given. The specific results of this survey found that manager who had a higher well-being was associated with increased manager engagement, lower manager turnover and increased employee engagement, which led to increased business outcomes. Manager engagement is a key factor influencing employee engagement as suggested in other surveys in this document and is also related to the suggested outcome of the writers report there is a correlation between employee engagement and leading by example.

Many studies and observations on job satisfaction as it relates to age is well known and continues to be a rising trend in today’s society. Job satisfaction is the contentment an individual feels while working .There are so many effects and leading causes of satisfaction while working. This paper looks into causes and effects within working college students and how to avoid job dissatisfaction while attending college. While age may play a role in job satisfaction during college attendance, each individual student handles working and studying differently. Maintaining positive job satisfaction while attending college should be more positive and less stressful to all.

satisfied” with their work - 9 percent more satisfied then those with less education” (Hussung,

This study examines how skill and education mismatch influences job satisfaction. The article discusses how education job mismatch is known to affect labor turnover, occupational choice, and job satisfaction. This educational job mismatch may influence salaries as well.

The combined dataset included over 15,000 individuals and 115 correlation coefficients. The results indicate that the association between salary and job satisfaction is very weak. The reported correlation (r = .14) indicates that there is less than 2% overlap between pay and job satisfaction levels. Furthermore, the correlation between pay and pay satisfaction was only marginally higher (r = .22 or 4.8% overlap), indicating that people’s satisfaction with their salary is mostly independent of their actual salary.In addition, a cross-cultural comparison revealed that the relationship of pay with both job and pay satisfaction is pretty much the same everywhere (for example, there are no significant differences between the U.S., India, Australia, Britain, and Taiwan)’.I feel that Tim Judge’s thesis on the matter is right as over the years a higher percentage of successful people have claimed that it isn’t money but the work itself that motivated them. Examples of these people are Supreme Court Justice John Paul Stevens and Marvin Bower.

Another issue area was both the characteristics of the participant sample and the various groups of participants in the study. The age range that was used for this study, though it ranged from 21-57, was still highly skewed towards a younger sample with a median age of 21. Age is a factor that could have contributed to lower satisfaction levels because it suggests that this might have been the first real job search and job itself that many of these individuals had (Iyengar, Wells, & Schwartz, 2006). There could have been more stress and lower satisfaction rates because many of the participants never had a job relating to their college degree before. Another area of concern relating to the participants is that the sample was largely female; this could cause a difference in how the results are relating to the population (Iyengar, Wells, & Schwartz, 2006).

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.

The relationship between individual wage and job satisfaction was examined. A Pearson Product Moment correlation was calculated, and the results indicated non-significant relationship between individual wage and job satisfaction. Both variables were continuous and interval/ratio. Table 4 illustrates the findings of the wage and the Job Satisfaction correlation. As can be seen in Table 4, no statistically significant correlations were found between individual wage and job satisfaction. (r = .088, p = .312).

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