Factors That Influence Job Satisfaction

A field of interest in human resources and psychology is job satisfaction. Not surprisingly, people have noted that higher levels of job satisfaction are linked to improved job performance. Hackman and Oldham were some of the first researchers to really highlight the relationship between job characteristics and job satisfaction. "Their Job Characteristics Model (JCM) argued that, essentially, enriched or complex jobs are associated with increased job satisfaction, motivation, and work performance. More specifically, they assumed that five core job characteristics"¦influence three critical psychological states"¦which in turn affect work outcomes (Fried & Ferris, 1987). The five core job characteristics include skill variety, task identity, task significance, autonomy, and feedback from job (Fried & Ferris, 1987). The three critical psychological states include the experienced meaningfulness of the work, the experienced responsibility for outcomes of the work, and knowledge of the actual results of the work activities (Fried &Ferris, 1987). The work outcomes that are impacted by the job characteristics and psychological states include internal work motivation, growth satisfaction, overall job satisfaction, work effectiveness, and absenteeism (Fried &Ferris, 1987). While other researchers have developed models to measure job satisfaction and motivation, there has been surprisingly little research in the area.

According to Rhodes and steers (1990), employee absenteeism is one of those stubborn problems for which there is no clear culprit and no easy cure. Moreover, as a general phenomenon, absenteeism does not discriminate against individuals on the basis of gender, race and religion

Absenteeism is a prolong issue which the organization need to overcome efficiently due to it will affect the organizational performance. According to Allen (1990) absenteeism is defined as “the practice of absenting oneself from work or school frequently or illicitly”. The failures of employees whether authorize or unauthorized to report for work that have been schedule for them is absenteeism. Major of the organization faced this issue and it is a serious practice for mass production. “Absenteeism is the practice or habit being an absentee and an absentee is one habitually stays away from work” according to Webster’s dictionary. Harisson and Martocchio (1998) stated that absenteeism can be seen as habitual pattern of absence from duty and

Job satisfaction can be defined as an attitude or feeling one can have toward ones job. Job satisfaction is "the extent to which people like (satisfaction) or dislike (dissatisfaction) in their jobs. (Spector 1997) One of the biggest studies in job satisfaction was the Hawthorne studies which were credited to Elton Mayo in the year's nineteen twenty-four to nineteen fifty-three. Elton

The relationship between job satisfaction, motivation, and efficiency or productivity is very important in the business industry as well as in personal life. Long term research has found that the single greatest predictor of longevity is work satisfaction. Work is one third to one half of a persons' lifetime, and if frustrated the mental and physical effects are very costly. Job characteristics including skill variety, task identity, and task significance lead to psychological conditions in which in turn leads to increased motivation, performance and job satisfaction. It is important to investigate this area in order to determine how much of an effect does

Job Satisfaction is defined as the positive feeling felt by an individual about a job which results from and evaluation of the job’s characteristics (Robbins & Judge, 2013). With an understanding of job satisfaction we will look at and describe the issues of three individuals and their three different jobs. Describing their job satisfactions, dislikes, and how all this relates to their performances on the job.

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

Attitudes and job satisfaction can have a major impact on whether or not one will have a smooth or bumpy working experience at their company. Attitudes come up everywhere, they are either “favorable or unfavorable” (Robbins and Judge, Page 35). There are many different types of components regarding attitudes which are cognitive, affective and behavioral. Cognitive is and evaluation of how the situation or person is, affective is the feeling toward the situation or person and behavioral is the action one plans to take into gear. One of the major job attitudes is job satisfaction. Job satisfaction “describes a positive feeling about a job, resulting from an evaluation of its characteristics” (Robbins and Judge, Page 37). There are a number of factors that go into examining job satisfaction whether is pay, work itself or one’s supervisor, all of these factors play a pivotal role in measuring an employee’s satisfaction at the company. Not every employee will experience high job satisfaction, in fact employees are more likely to encounter a job where they are dissatisfied. It is extremely important that we measure job satisfaction carefully because it is easy for an employee to seem content with their current position but actually feels dissatisfied. Measuring attitudes and job satisfaction is remarkably critical because it can effect overall production in a company. If there is an unhappy employee, more times than not it will result into customer being dissatisfied with the

Do people really like their jobs? Definitely, everyone knows from the news about dissatisfied workers going on strike or even acting violently toward their supervisors, directors, but overall people are quite satisfied with their jobs. According to the surveys percentage of satisfied people averages in the US is about 85 percent. The feelings, reflecting attitudes toward one's job, are known as job satisfaction.

But in Uzbekistan (the country of Central Asia where I was born), people generally aren't satisfied with their job. The reason lays in lack of job choices and payment. People do their job without any satisfaction because they have to earn some money to survive.

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

Job satisfaction is widely considered to be influenced by four subdivisions; mentally challenging work, equitable rewards, supporting working conditions, and supporting work colleagues. As a result of these four subdivisions, this paper will address why managers are able to create satisfied employees subjective to the policies they choose to implement and behaviour they demonstrate. This concept will be discussed independently, before addressing the theory that job satisfaction is dependent on predetermined genetic attributes, and then a brief discussion on the idea of screening out potentially negative employees.

Job satisfaction is frequently measured attribute in the organizations. The measurement was done on using rating scale where the people reported their reactions to their jobs. On the basis of these rating scales, correlations were developed between job satisfaction and several other variables. The survey suggests that satisfaction is strongly related to working conditions, rewards and appraisal for work and motivation from seniors and co-workers.

The theory of job satisfaction is highlighted in this case. Morale and job dissatisfaction is a major symptom that contributed to the high turnover in the Lima plan. Yet, there are other symptoms that were directly related to morale and job dissatisfaction that should be analyzed to understand the root cause of the problem. First, the nature of the work is a symptom that contributed to the morale and dissatisfaction. According to the case, the foremen had to manage and resolve a variety of issues ranging from administrative to personnel issues. Furthermore, this work had to be completed in a 12-hour shift, which was very challenging. Because the foreman were not satisfied with the work itself, overall job satisfaction was low. This is important to understand since satisfaction with the work itself is a component of overall job satisfaction.

Job satisfaction is one criterion for establishing the strength of an organization; description effective services largely depends on the human source (Fitzgerald et al., 1994) and job satisfaction experienced by employees will affect the quality of service they render. The job satisfaction is look on their job performance. Job satisfaction has been defined as a positive emotional state resulting from the pleasure a worker derives from the job and as the affective and cognitive attitudes held by an employee about various aspects of their work.