Demographic Differences Are Associated With Job Satisfaction

In order to compare employee satisfaction by division (independent variable) and examine employee attitudes, we compared the mean differences between the following dependent variables: the Minnesota Satisfaction Questionnaire (MSQ), the pay satisfaction questionnaire (PSQ), Job Descriptive Index (JDI), the work itself (JDIW), supervisors (JDIS), Job Descriptive Index of Co-Workers (JDIC) and promotions (JDIPRO). Additional dependent variables regarding employees sentiments towards performance appraisal

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

In this study, job satisfaction will be operationalized using selected items from the 18-item Index of Job Satisfaction (IJS) developed by Brayfield & Rothe (1951). A 5-point Likert scale will be used to measure the outcomes ranging from the lowest indication of job satisfaction as 1 (strongly disagree) to the highest indication of job satisfaction 5 (strongly agree). This will

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

The concept of job satisfaction is not new; the Bible says “There is nothing better for man than to eat, drink, and enjoy his work.” (Ecclesiastes 2:24a, Holman Christian Standard Bible) However, Job satisfaction in today’s workforce is more complicated than just enjoying your work. Being satisfied with your job quite simply implies that an employee feels positively about their job. Alternatively, job dissatisfaction is feeling negatively about one’s job. (Robbins, et al. 79) Job satisfaction and dissatisfaction is based on personal opinions, job tempo has a profound affect on those sentiments.

Landis, E. A., Vick, C. L., & Novo, B. N. (2015). Employee attitudes and job satisfaction. Journal of Leadership, Accountability and Ethics, 12(5), 37-42. Retrieved from http://ezproxy.liberty.edu/login?url=http://search.proquest.com.ezproxy.liberty.edu/docview/1764139256?accountid=12085

They classified job satisfaction into eight categories: supervision, company identity, kind of work, amount of work, physical working conditions, co-workers, financial rewards, and career future. There are three major limitations of their study however. First, they subsumed organizational commitment (company identity) within job satisfaction. Thus, their findings have confounded the effects of job satisfaction and organization commitment. The second major problem of their study is that some of their measures had low reliabilities. Low reliabilities of scales make their findings suspect. The last major limitation of their study concerns generalizability of their findings.

Job satisfaction is one of the topics that have been studied repeatedly over the past decades and is expected to continue as a topic of interest since the studies of turnover continue (Omar, Abdul Majid, & Johari, 2013). Job satisfaction can be defined in many different ways, one of which is

Many studies and observations on job satisfaction as it relates to age are well known and continue to be a growing phenomenon today. There are many effects as well as leading causes of satisfaction while working and leading causes of job dissatisfaction as well. Some facets of job satisfaction include; Appreciation, Communication, Coworkers, Fringe benefits, Job conditions, Nature of the work, Organization, Personal growth, Policies and procedures, Promotion opportunities, Recognition, Security, and Supervision. Longwell (2003), studied the

Five-Factor Model of Personality and Job Satisfaction: A Meta Analysis. http://www.apa.org/psycarticles/sample.html Journal of Applied Psychology (87)3: 530.

From the early 1960s through to the mid-2000s, job tenure trends showed a sharp decline. However, while observing this trend, researchers also observed an increasing amount of issues with employees’ behaviors and general workplace aggressions. There have been many theories and speculations as to why the decline in job tenure occurred. While it is unclear as to why employee behavior began to cause problems, many speculate the decline in job tenure was caused by age, technology and logistic factors, among others.

In the classic block buster movie from 1956, the legendary actor Charlton Heston playing the role of Moses’ declared to Pharaoh “Let my people go” (Exodus 5:1, New International Version). This is a reenactment of the Old Testament account from the Book of Exodus, where Moses is referring the Jewish people that are being used as slave labor by the Egyptians to build the pyramids. Archeologists and historians estimate the story of Exodus originated between 1550 and 1000 BC. From a historic perspective, the story depicted from Exodus describes that of mass worker job dissatisfaction. Moses’ the leader of Jewish people may have been the first leaders in the worker rights movement.

Introduction: Overall Job Satisfaction (OJS) was the variable selected for this exercise because it lends itself to measures of central tendency and dispersion. The data are quantitative and continuous in nature.

Correlations were performed (refer to appendix 1 and 2) and it was found that income and education were significantly correlated as the countrywide data had a significance value of .003, r = .637, p < .005 and the statewide data had a remarkable significance value of .000, r = .770, p < .005. Despite these very strong correlations, no significant results were found for any of the other variables and more importantly that support the predicted relationship between job engagement, education and job satisfaction. However, no relationship was predicted between income and job satisfaction so this prediction is supported by the data.

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).