Job Satisfaction Among Library It Workers

Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.

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: whether or not being satisfied with one’s current position, status, wage, companies, etc.

1. Although it is clear employees are not especially satisfied with their work, do you think this is a reason for concern? Does research suggest satisfied workers are actually better at their jobs? Are any other behavioral outcomes associated with job satisfaction?

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 can be explained as a feeling of pleasure that one feels with his work, it is fulfillment of one’s needs and desires from his or her work and the environment of work.

Managers today are finding it harder to ignore the job satisfaction issue, especially at a time when the demand of meaningful work is increasing. There are two main reasons why managers are concerned with job satisfaction. One of the reasons is that managers have a moral responsibility to do what they can to provide employees with a satisfying work environment (Ramayah, Jantan, & Tadisnia, 2001). Another reason is that managers believe that the behavior of satisfied workers will make positive contributions to the organization (Ramayah, Jantan, & Tadisnia, 2001).

McCann, Graves, Cox (2014:28) posits that the expression "job satisfaction" mirrors a person's state of mind towards their work and the association and can be characterized as an employe's enthusiastic response towards their workplace in view of the assessment of the real outcomes against their desires. Chen as cited by Sougui, Bon, Hassan (2016:5) stated employment fulfillment has been considered essentially in hierarchical and mechanical sciences since the 1930s.

Job satisfaction is the positive feeling that results from an appraisal of one’s work. () Job satisfaction is based on a number of things. These include hope, resilience, optimism and self-efficiency.() Being satisfied with the job you hold can also affect your job performance. Job satisfaction tends to increase with age. One of the reasons this happens is because as you age you have possessed more time to find a job in which one truly enjoys. A person may just have also come to terms with the issues at the job you have. Someone might realize that they will not be able to find a new job and learn to tolerate the one they have. A person may just start to make the best of what job they have chosen and learn to turn negatives into positives. Middle-aged workers are often more satisfied with the control they feel they have at their job rather than their pay. White collar workers or people who hold more office-based jobs also seem to have a higher satisfaction with their job than those blue collar workers, which requires a lot of manual labor. People who are older also tend to have advanced positions in their careers or have more control over the day to day of their job. Many people who are not satisfied with their positions are those in entry positions. This lower pay and little to no control over the day to day operations of their job. People often change occupations to feel as though they are being challenged or to keep their job more interesting. People who are older have

Studies theorize that job satisfaction is only part of the equation, since employees spend only half of their waking hours at work, the other half involves aspects of life that include family, friends, volunteer work, geological area, hobbies etc., (work-life balance), employees that are satisfied with their jobs tend to be satisfied with their personal lives. Our textbook, on page 362, goes into some detail as to how a person’s core self-evaluations affect both their work and their lives in general. Though somewhat criticized and controversial one might contend, people who are happy in life tend to be happy in their jobs and vice versa (Aamodt, 2015, pg.362).

The purpose of this report is to summarize the methodologies and design used by various groups of research authors in the study of relationships between intrinsic, extrinsic, demographic factors that will impact the levels of job satisfaction and dissatisfaction in employees of various sectors of an organization. This report will contain information about the sample and research procedure. In addition, this report will look at the instruments involved, how the data is analyzed and last but not least, the solutions and recommendations at the summary of this report. Several surveys are available about different organization found from the research authors, for example, ‘Impact of Demographic Variables on Job-Satisfaction of the Academicians in Universities of NWFP, Pakistan (Saif-ud-Din et al. 2010)’, ‘Are United States Business Journalists Happy? A Survey of Business Journalists ' Job Satisfaction and Related Demographic and Career Factors’ by (Hu 2005)’, ‘Organizational commitment, job satisfaction and job characteristics of managers: Examining the relationships across selected demographic variables (Schneider 2003)’, and similar studies done by (Mpeka 2003) on the relevant topic.

They main reason employee are dissatisfied is because of lack of personal growth and progress in their work environment. According to a recent job report it has indicated that nearly 50% of the U.S. workforce is unhappy with their current job (Charas, Solange). With such a high percentage of job dissatisfaction it safe to say that “unhappy employee” will look for better opportunities, or choose to become self employed. People don’t want to work for money alone the want to be motivated, feel appreciated by building great working relationships with their colleagues; workers want their managers to trust their ability to perform their duties. However, human have a tendency to progress in their career or will

Job satisfaction is the positive feeling about a job in evaluating characteristics, interactions, and dynamics (Robbins & Judge, 2009, p. 79). Conversely, job dissatisfaction occurs when employees have a negative feeling about a job whether it is a dislike for the organizational culture or a job-personality mismatch. Warning signs of job dissatisfaction are negative employee behaviors such as decrease productivity, increase absenteeism, and increase turnover (Stretch, 2009a, s.16). These factors coupled with withdrawn employees, reward misallocation, and poor employee attitudes can increase costs for firms (Podsakoff, Whiting, Podsakoff, & Blume, 2009, p. 123). Moreover, job-personality mismatches can lead to employee dissatisfaction and higher turnover, and high customer dissatisfaction can cause employee dissatisfaction (Robbins & Judge, 2009, pp. 83).

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 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