Job Satisfaction Essay

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.

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

When a person comes to work each day, they are required to perform their job duties to the best of their ability. However, how a person performs these duties each day depends on how much they like or dislike their occupation. Job satisfaction affects job performance and turnover rates. “Job satisfaction essentially reflects the extent to which an individual likes his or her job. Formally defined, job satisfaction is an effective or emotional response toward various facets on one’s job (Kinicki & Fugate, 2016, pg. 57).” It is possible a person only likes part of his or her job though. Job satisfaction has five predominant models. These models are: was need fulfillment met, are expectations met, values, equity (fairness), and dispositional/ genetic components. Job satisfaction also affects attitudes and

Job satisfaction in regards to one’s feeling or state of mind regarding nature of their work. Job can be influenced by variety of factors like quality of one’s relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc.

The relationship between job satisfaction and job performance needs to be analyzed before a decision can be made to increase job satisfaction to positively affect job performance. Conventional opinion holds that increased levels of job satisfaction leads to increased job performance. Empirical evidence does not validate such a strong correlation. Alternative models exist that describe job satisfaction and job performance having mutual influence on one another as well as no influence at all. Job performance may also be enhanced through organizational and personal factors like reward systems and self-esteem. Job performance itself has multiple aspects and each aspect can be affected through different means. A simplistic correlation between job satisfaction and job performance should be avoided. Job performance can be improved by providing training and development opportunities to employees.

The challenge is to balance the two scenarios and find a middle-of-the-road approach to that can give a hint or foretell when employees fall into one of the two extremes. However, Strand and Dore’s study pinpointed role stressors, supervision, performance recognition, and rewards as possible factors that contribute to job satisfaction, depending on the individual and level of responsibility, and employee’s number of years with the employer, the role in the organization, working conditions suitability, and lack of external client resources as a contribution to job dissatisfaction. With factor such as performance recognition, the role, and working conditions overlapping into both job satisfaction and job dissatisfaction, human resource personnel need to play a judicious balancing act. While Franek & Veera (2008) agreed with Strand & Dore on working condition as one factor that influence a level of job satisfaction or dissatisfaction, they also identified remuneration and benefits, promotion system, individual employee relationship with immediate supervisor, social relationship, organizational justice and the job itself. Overall, the authors identified situational factors which are associated with individuals and dispositional factors which are associated with an individual’s

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.

Employees satisfaction at work greatly depends on their socail relations. Therefore, job satisfaction is largely physcological. In addition, within organisations where employee involvement is common it is more likley that there will be higher levels of employees satisfaction and motivation than the ones where it is not (Senyucel, Z., 2009). Other aspects that affect job satisfaction include motivating factors and the quality of supervision. Among others, an organisation’s social relations, degrees of employee involvement, employee motivation and supervision policies are all determined by the adopted human resource management approach. Consequently, job satisfaction is one of the factors that can be assessed in order to review the approach taken on by an organisation.

If a company is interested in growth and profit, it must establish positive relationships and good rapport with its employees. People will be happier in their jobs if the environment that surrounds them is made comfortable and positive. Three main factors aid positive workplace relationships: trust, respect and teamwork. Positive workplace relationships are easy to develop when time is taken with each factor. Overall, these factors benefit everyone. People are the "heart" of an organization and care should be taken to foster a positive work environment.

Personal characteristics of workers also has an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is more adjusted personally, they will be more satisfied with work. Most of all having a job with decent and fair wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors.

Today, there are a lot of stimulations that can affect an employee job satisfaction and job performances. Job satisfaction can be affected by conflict, resolution, attitudes. For a employee to be successful at any job they must first find a job that they feel will bring out the best in them and that will support positive attitudes then negative. When an individual is no longer satisfied at their current job the employee may start to resemble acts of disappointment, attitudes and also start to bend the rules they also send a negative vibe to everyone that comes in contact with them and it also makes them perform their job in a manner that will draw customers away and seek a more satisfying experience. Job satisfaction is among one of the most results that is aimed at how the employee views the organization and the satisfaction they obtain from the job is very important.

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

This paper will discuss about job satisfaction and its relation with job performance and absenteeism. Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job. Stephen P. Robbins based in his book (Organizational Behavior, 12th edition) described job satisfaction as a positive feeling about one’s job resulting from an evaluation of its characteristics. Job satisfaction is one of dependent variable of organizational behavior. It becomes one of primary dependent variable because it’s demonstrated relationship to performance factors, and the value preferences of many OB researchers. Some of the researchers already prove that 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.

Job satisfaction is one of the prime areas which the current managers are facing in order to handle their employees. The job satisfaction has multivariate impact on workers right from creating motivation thereby to productivity which led to enhanced performance of the organisation. In spite of being its positive effects on employees and organisation it has not received proper attention both from the researchers and the organisation mangers of various business organisation.