Job Satisfaction: A Key Element in the Organizational Work

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

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

Intensive research has been conducted over getting the most of the employee in order to maximize profitability and performance. The most notable of these researchers being Elton Mayo, Frederick Winslow Taylor and Abraham Maslow, Job satisfaction has been credited as being a heavy influence on performance. According to Colquit, ‘Job satisfaction is one of several individual mechanisms that directly affects job performance and organizational commitment.’ This view has been challenged and agreed with to such an extent that most researchers have begun to assume that we know all there is to know about the topic and its

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.

In the recent years, job satisfaction and how an employee perceives his or her job, has become one of the key areas of study for an organization. This is because, whether an employee is content with his working conditions or not, has an impact on the functioning of the whole organization. Every firm wants maximum productivity from their employees. This essay will discuss how the above can be achieved through job satisfaction. It will also talk about the negative impacts of low job satisfaction and its effects on the performance of employees. It will also look through the benefits and elements of job satisfaction.

Have you ever felt like you needed a change at work? At one point during that exact same job you felt excited about waking up and going to work? These feelings are normal and all have to do with your job satisfaction. What is job satisfaction? Judge (2013) defines this as “A positive feeling about one’s job resulting from an evaluation of its characteristics” (p.74). We are going to explore three different people with three different job satisfaction levels, characteristics of their jobs that lead to increased levels of satisfaction, characteristics of their jobs that lead to reduced levels of satisfaction, and how their job satisfaction relates to job performance, citizenship behavior, turnover, and company profit.

Research by Spector (1997) supports that job satisfaction reinforces the type of treatment an employee receives within the organization. He also states that job satisfaction can lead to

There are numerous factors that determine one’s job satisfaction and in some instances, defining one’s satisfaction may vary across the board depending on the employee’s characteristics. The theory that satisfied employees are more productive than dissatisfied employees has been a basic tenant among managers for years, however, research has begun to support this theory. In the event that an employee is dissatisfied with their job, they hold negative feelings against the organization, which is evaluated

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

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 study, I will examine the research analysis concerning the correlation between employee satisfaction and their productivity within the work environment. Various theories and research models will be used to validate or disprove the theory of a happy worker is a productive worker. Ultimately, the employer’s role in building and sustaining a healthy organizational culture will be analyzed and reviewed.

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 the common extensively researched topic and among the extensively researched subjects in industrial or organization. Job satisfaction of employee in an organization is critical to the strong operational ability of the organization. According to Berry (1997), job satisfaction is described as an individual reaction to the job experience of an employee. Also, numerous factors are fundamentally critical to job satisfaction as they have an influence on the way an individual feels about their job. Kathy and Ken expressed a high job satisfaction level with a positive outlook to related work experiences and their personal life capabilities. Although Ken reported the loss of his parents, however, he has sought mental health therapy to learn out to process his grief and loss and find out how to have a positive standpoint to other areas of his life incorporating his immediate family members and his job. Also, Teresa and Jeannette has a low job satisfaction level with Jeannette having the lowest job satisfaction degree in the organization. She complained about organizational changes in her career and the changes in her personal life after the finalization of her divorce.

The food service industry in California has become a growing market for new restaurant entrepreneurs as well as new job seekers. In the hospitality and food service industry, leisure theories are important because they help in how the business will provide the customer with the best possible and pleasant experience. However, in order to create a memorable dining experience for the customer it is important to recognize how the employees are being motivated and what methods are being used to asses performance, according to Michael C. Sturman’s article; “Motivating your staff to provide outstanding service”.

According to Yee (Yee, Yeung & Cheng, 2008), companies strive to become better in order for them to reach their goals and objectives. This is also the main reason why the public or the government sector is continually developing and innovating strategies which will give the employees that sense of satisfaction in improving their performance. He also added that having satisfied employees who do their work, present a higher probability of behaving and doing their job more efficiently. By innovating ways on how employees can feel satisfaction on their work, it is also a way by eradicating factors that can cause dissatisfatction.