Job Satisfaction and Its Consequences

Workers may need validation or appreciation, a sense of belonging, feelings of accomplishment or achievement, or respect or power. Jobs that provide these determinants or values in the quantities that the individual needs are good jobs in that the worker is going to be happy. Jobs that provide most of these determinants may still be unhappy jobs because the job may be missing that one value that a specific individual needs most. The same job is seen differently by two different people because the values of the individual are the most important determinants of whether or not the job is a happy one.

Financial Advisor (2007) reported that one of the major reasons employees left their jobs was because of job dissatisfaction. Kreitner and Kinicki (2010) defined job satisfaction as “an affective or emotional

Research studies have shown that job satisfaction and absenteeism have an inverse relationship. A high level of job satisfaction leads to low absenteeism and a low level of job satisfaction results in high absenteeism. However, other variables, such as the extent to which people consider their jobs important, also have an impact on absenteeism. A research conducted on state government employees in the US revealed that the employees who felt that their jobs were important took less leave than employees who did not feel that their work was important. The

I have had jobs where I have very little job satisfaction and can personally relate to the effects that it had on my daily work. By being in a job where I feel committed and satisfied I can tell that my work is more thorough, my attitude is more positive, and I enjoy what I am doing more. Having a more positive attitude about the job I am doing makes me more apt to go above and beyond the expectations that are set for me. On the other side, I have also had jobs where I dreaded getting up and leaving in the morning. I made excuses for being late, rationalized why my work wasn’t 100%, and was often in a bad mood. I have also had co-workers who act like they don’t care about their jobs, turn in lazy work, and can be unpleasant in the office. It not only affects their personal work but the work of others around them. A negative attitude in the workplace creates an atmosphere of distrust among employees and causes employees to attempt to achieve success at the expense of each other.

Absenteeism is an employee's willful or habitual absence from work. While employers expect workers to miss a certain number of workdays each year, excessive absences can equate to decreased productivity and can have a major effect on company finances, morale and other factors. This passage looks at the causes of absenteeism, the costs of lost productivity and what employers can do to reduce absenteeism rates in the workplace.

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.

A Meta-Analysis of the Relationships between Individual Job Satisfaction and Individual Performance Author(s): M. M. Petty, Gail W. McGee, Jerry W. Cavender Source: The Academy of Management Review, Vol. 9, No. 4 (Oct., 1984), pp. 712-721 Published by: Academy of Management Stable URL: http://www.jstor.org/stable/258493 Accessed: 20/10/2010 04:45

Family problem – Some unresolved family problems face by employee’s can influence on absenteeism. The more crucial the family problem is,

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.

The below information contains the factors that influences absenteeism in the workplace that we are dealing with in this practical. The regression standard format that we will also provide with these factors helps us to understand technically these factors and to make a clear meaning of these factors economically. The randomly selected sample of 100 (one hundred) companies are going to help us to save time and money to actually use it as an estimate for the entire companies (population). This is the estimate of a regression model to examine the factors that influence employee absenteeism. The data was collected from 100 randomly selected companies. The key definitions are as follows.

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

Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job;[1] an affective reaction to one’s job;[2] and an attitude towards one’s job.[3] Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviours.[4] This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors.

The objective of the research was making out how absence affects each business unit; evaluate employee absenteeism from different business units, and determine how they turn up in different shift patterns in 2004. The research highlights the various levels of absenteeism levels, determine the causes of the absence in each business unit as perceived by the different management units. In a distinct discussion, xxx restate his research purposes identifying how the rate of absenteeism affects the organization in differing ways. In xxx perception, categorizing the causes of absenteeism and proposing

A lot of factors are responsible for creating job satisfaction and dissatisfaction. These factors are the traditional components of job satisfaction. It varies from person to person. The

* 1. Employees Absenteeism INTRODUCTION TITLE OF THE PROJECT: A study on “EMPLOYEES ABSENTEEISM’’ with special reference to GO GO INTERNATIONAL Pvt. Ltd., HASSAN. OBJECTIVES OF THE STUDY 1. To identify the reasons for Absenteeism 2. To measure the Employees Absenteeism level. 3. To identify steps required to decrease the Absenteeism. 4. To study, Employees working conditions. 5. To identify factors that motivates the Employees ,which minimise Absenteeism H.R. institute of higher education, Hassan 1