Job Satisfaction

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

This theory only offers simple overview, as first step of the job satisfaction’s analysis. However, deeper analysis is required when the managers want a better understanding.

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

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

Job satisfaction is one of the topics that have been studied repeatedly over the past decades and is expected to continue as a topic of interest since the studies of turnover continue (Omar, Abdul Majid, & Johari, 2013). Job satisfaction can be defined in many different ways, one of which is

Herzberg’s (1993) ‘Motivation-Hygiene theory’ analyses job attitudes suggesting a two-step approach to understanding employee motivation and satisfaction;

The positive or negative assessment on one’s position within a company can be expressed through the level of job satisfaction an employee experiences. Job satisfaction, which is how employees feel about their job, or aspects of their job, plays a key role in how employees act within a corporation (Locke,

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.

Sougui et al. (2016:5) posited that job satisfaction can be characterized as the pleasurable passionate state coming about because of the evaluation of someone's work or work involvement. It speaks to how the representatives consider their job. The workers turn out to be more fulfilled when they get what they esteem, for example, great condition, great wage, flexibility or feeling of accomplishment et cetera. In total, Ander as cited by Sougui et al. (2016:5) mentioned that hierarchical conduct characterized job satisfaction as a gathering of dispositions about the different parts of the job.

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

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.

The three different jobs that are presented for consideration of job satisfaction are an accountant position where Maria works, a Quality Control Manager for an insurance company, and this is where Darell works, and finally we have a Retail Store Manager for an outdoor company where Mike works. All three of these jobs have characteristics that can contribute to increased levels of job satisfaction. All three of these jobs offer plenty of hours of work. This can lead to job stability and increase the affective commitment that a person might have toward a job (Milligan, 2014). Maria’s job as an accountant gives her job satisfaction because she has intellectual abilities that allow her to do mental thinking and reasoning. It could also be presumed that the Quality Control Manager and the Retail Store Manager have the same intellectual abilities. For the Quality Control Manager position the opportunity to travel all over the United States could produce job satisfaction. Finally the position of the retail manager that Mike possesses gives job satisfaction

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