Job Satisfaction At The Company

2000 studies have been published on job satisfaction since the 1950’s (Kahn, 1972). Job satisfaction refers to an employee’s feelings towards their job based on the comparison between actual versus desired outcomes (Locke, 1969). Each individual experiences various levels of job satisfaction due to their different expectations towards their job

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 the estimate by employees of his/her work. It is the most studied attitude in organization behaviour. It is an appraisal of the perceived job characteristics, work environment and emotional experience at work. Satisfied employees have a favourable estimation of their job, based on their observation and emotional experience. Job satisfaction is really collection of attitudes about difference part of job and work. Employees may be like their co-worker but dissatisfied with the pay and benefits.

Robbins and Judge define "attitudes" as “evaluative statements or judgments concerning objects, people, or events.” Jessica’s attitudes towards her job switched from favorable to unfavorable after a change in policy. Henceforth, she was less productive in her job and expressed signs of low job satisfaction. After leaving her Mental Health Technician position for a job in Counseling, she was able to return to her normal, happy and productive self. This case study illuminates the direct correlation between job performance, job satisfaction, and attitude.

Comcast is known as the top cable TV provider in the nation with the fastest internet speeds along. Even though Comcast has many great achievement and awards there were still business issues that had existed in the organization. In the past Comcast did receive some bad publicity in regards to their customer service as it impacted the customer experience. Every great company has went through many obstacles but it is all about how the organization overcomes those obstacles. The key towards success was not built over night but over time for a successful future. "Good introductory paragraph

Employee satisfaction is a prerequisite for the customer satisfaction. Enhanced employee satisfaction leads to higher level of employee retention. There is a definite link between employee attitudes and customer satisfaction. If employees are unhappy or dissatisfied, despite their best efforts; it is difficult for them to conceal this factor when interacting with customer and other staff members. One of the primary reasons for evaluating employee satisfaction is to identify problems

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

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

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

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

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

This theory argues that job satisfaction hinge on if the employee perceives that their job conveys the extent that he/she values. Value-percept theory also suggests that people evaluate job satisfaction according to specific “facets” (Locke, 1964) of the job relating to pay, promotion, colleague and managers, and work itself, described as follows: Pay Satisfaction, refers to employees’ feelings about their pay; Promotion Satisfaction, refers to employees’ feelings about the company’s promotion policies and their execution, including fairness, occurrence, etc.; Supervision Satisfaction, reflects employees’ feelings and overall and professional evaluation about their boss; Coworker Satisfaction, refers to employees’ feelings and professional/relational evaluation about their fellow employees, Satisfaction with the Work Itself, reflects employees’ feelings about the nature and the characteristics of their actual work tasks (Smith, Kendall, and Hulin, 1969) The value percept theory could be explained by this following equation (Colquitt et al, 2009): Dissatisfaction = (Vwant –

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.

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

To understand the concept of job satisfaction the research has identified two aspects of it, they are, the facets satisfaction and overall satisfaction (Cherrington,1994; Fields, 2002). Individuals can be satisfied or dissatisfied with their overall job (Ironson, Smith, Brannick, Gibson, & Paul, 1989) and with specific job facets, such as the level of pay, promotion opportunities, co-workers, working conditions and supervision, contingent rewards, benefits, nature of work, or communication (Spector, 1997; Locke, 1976; Smith, Kendall & Hulin, 1969). The evidence shows that distinctive job facets such as pay satisfaction, opportunities for promotion, relationships with co-workers and supervisors have significant effects on job satisfaction (Ting, 1997; Ellickson & Logsdon, 2002; Pohlmann; 1999). The overall satisfaction is considered in terms of good salary, compassionate supervisors and co-operative co-workers. Conversely, the job dissatisfaction derives for instance form low pay or incompetent supervisors. Therefore, the feeling of overall satisfaction or dissatisfaction depends on the intensity and frequency of positive and negative experiences with job (Cherrington, 1994; Ironson, Smith, Brannick, Gibson, & Paul,