Job satisfaction: ensuring that employees are supported and feel confident in undertaking their duties; providing task variety and achievable targets to promote fulfilment
Organizational goal of high arrangement has also been reach of high level of achievement through productivity and effectiveness (Locke and Lathan, 2000,p.p248-250). In other to obtain that, there is a need for achieving high level of performance improvement of an Organization. Happy worker leads to more and increased job performance. That is why every organization tries to make a contributive and pleased work force to reach the wellbeing of the organization. There is confusion and controversy among of employee attitudes and job satisfaction indeed at a time when employees are progressively important for organizational success and competing. As recommended indirectly in a study of HR professionals the major manager knowledge gaps in this area are:
Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.
Job satisfaction is very critical for both workplace growth as well as employee’s growth, but if the employee is not happy what he or she is doing, than that would hurt employee’s performance, and hurt employer’s well-being. Information technology has become one of the most prominent sectors in employing employees as well as creating new jobs in the markets all around the world. It seems like Information Technology has taken over all the fields of work out there. Along with the growth in the Information Technology in the market, the professionals have not grown in the same ratio. As the field of employment has grown, Information Technology workers job satisfaction is a very
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.
Today’s business environment is highly competitive and rapidly changing. Many organizations are competing to survive in this environment. Motivation and the employee job satisfaction are essential for the long-term success of the organization team. Evaluation of the employees’ job satisfaction is a major problem of the Organization, until it affects the achieving of goals.
In management areas there are many definition of employee job satisfaction in different approaches; and there are many studies varied in the defining the term job satisfaction. The people who work in the organizations and people who study in this area both are interested to study of Job satisfaction. The terms Job Satisfaction refers “an individual’s general attitude toward one job’s” [Stephenson P. Robbins, 2005] Job satisfaction is psychological aspects that deals with individual feelings about to his or her jobs [Spector 1997]. That means how an individual feels their job’s and how they express their feelings about their jobs either it’s positive or negative.
Job satisfaction is simply how people feel about their jobs and different aspects of their jobs. It is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. As it is generally assessed, job satisfaction is an attitudinal variable. In the past, job satisfaction was approached by some researchers from the perspective of need fulfilment – that is, whether or not the job met the employee’s physical and psychological needs for the things provided by work (Cote S., and Morgan LM, 2002).
After analyzing this organization, it is apparent to that job satisfaction should be a priority for management. Job satisfaction can be best understood as a positive emotional state resulting from a perceived satisfaction from one’s job (Locke & Lathan, 2007). Employee satisfaction is an important retention strategy based on the knowledge that a satisfied employee is more effective in completing their duties, more productive, and seldom contemplates alternative employment. Achieving a goal of a high employee satisfaction rate consist of implementing compensation and reward strategies mentioned prior. It should be emphasized that employees, regardless of industry respond in a positive manner to positive recognition. Positive recognition can be achieved with more than compensation and rewards. Creating an atmosphere where employees feel like their ideas and opinions matter can be just as effective as monetary and non-monetary rewards. A routinely exchange of ideas
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
Job satisfaction comes from the attitude that employees have towards their work. There is a close relationship between the degree of satisfaction and the motivation level of employees. Explaining that if there is a lack of motivation in the workplace, it is likely due to a lack
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.
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
In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance
An individual’s job satisfaction level depends on several aspects of their work life, work life is never stagnant and therefore the level of satisfaction is bound to change over time. Some of the key factors that effect job satisfaction are Autonomy to take decisions, cooperation with colleagues, social climate, autonomy to decide how to do the work, the kind of work one is doing, income and many other factors. Even though work is a very important aspect of every individual’s life, their level of satisfaction has an effect