Job Satisfaction wth Different Variables

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 a very simple concept in organizational behavior. It is simply a yes or no question. Is an individual satisfied with their current employment.

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

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.

Job satisfaction of employees can be pointed out in terms of individual or groups of employee. For instance, an employees’ performance can be measured by individualistic means, by the management. Similarly, the job satisfaction that an entire department has over their responsibilities in an organization can be measured, as well. At this point, one has to also note that, although the terms, job satisfaction, employee attitude and morale has been utilized with almost similar meaning, it is not all similar in effect. As in, employee attitude that is favourable would ensure the presence of job satisfaction for employees, which in turn works on boosting employee

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 defined as an attitude or feeling one can have toward ones job. Job satisfaction is "the extent to which people like (satisfaction) or dislike (dissatisfaction) in their jobs. (Spector 1997) One of the biggest studies in job satisfaction was the Hawthorne studies which were credited to Elton Mayo in the year's nineteen twenty-four to nineteen fifty-three. Elton

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.

Employee job satisfaction and retention happens to be an issue to be debated in terms of attaining an increased degree of productivity within the organization. Job satisfaction is best defined as a set of feelings and emotions employees associate with their work. Theoretically, an organization with employees that display actions of substantial absenteeism as well as turnover due to low levels of job satisfaction would generally suffer from greater recruitment and retraining cost that will hinder profitability. Unfortunately, the majority of businesses have failed to make job satisfaction a top management priority; this particular trend is attributed to the failure to recognize the significant advantages an

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 main purpose of this research is to identify the relationship between the employees’ motivation and the job satisfaction. The motivation can be rewards, intensives, greetings, appraisal, and good working condition. Without the incentive organizations can 't receive the higher level of employee job satisfaction. Inappropriate motivation and lower level of job satisfaction would cause the higher level of absenteeism and employees turnover. In this research case study organization

There is confusion and debate among practitioners on the topic of employee attitudes and job satisfaction even at a time when employees are increasingly important for organizational success and competitiveness. “Happy employees are productive employees.”“Happy employees are not productive employees.” We hear these conflicting statements made by HR professionals and managers in organizations. This research aims at establishing job satisfaction as a basis for employee attitude; whether good or bad and we will do this by answering three questions: “What are the causes of employee attitudes?”, “What are the results of positive and negative job reaction?”and “How can we measure