3.6. Theories of Job satisfaction
According to Fincham and Rhodes (1999), there are two broad categories of job satisfaction theories namely content and process theories.
1. Content Theory
According to Fincham and Rhodes (1999), content theory is based on the premise that a similar set of needs can be attributed to all individuals. These theories identify factors which lead to satisfaction or dissatisfaction. Content theories focus on the needs and incentives that cause behavior (Ivancevich& Matteson, 1999). This study used Maslow’s hierarchy of need theory and Herzberg’s motivation theory.
A. Maslow’s Hierarchy of Needs Theory
Maslow’s hierarchy of needs theory proposes that people are motivated by multiple needs in hierarchical order
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For example, Afza (2005), concluded that employee’s job satisfaction is positively influenced by reward and referent power bases. Another major contribution is of Elangovan and Xie (2000), who had found a positive association between subordinate’s satisfaction and reward, legitimate and referent power bases. According to the results generated by Nadaee et al. (2012), there is no significant relationship between reward power and employee’s job satisfaction. In general, it is possible for a person to possess all of the sources of power at the same time. In fact, the most powerful leaders like those mentioned previously-have sources of power that include all five forms. Generally, the personal sources of power are more strongly related to employees’ job satisfaction than are the organizational power sources. One source of organizational power—coercive power—is negatively related to employee satisfaction, commitment, and job performance (Lunenburg, 2014). Referent and expert powers were also seen as important; offices that had managers ranking high in those powers tended to have respondents with higher job satisfaction and better performance (Stichman, 2002). Reward and coercive powers were deemed least important, and both had negative relationships with job satisfaction and performance (Stichman,
Abraham Maslow developed the theory of human motivation called Hierarchy of Needs. It suggested that people need to be satisfied by all physiological needs before move on other high-order needs. I learned this concept in my secondary school which introduced how Hierarchy of Needs can be used in business management. At that moment, I can’t realize how this concept can be applied to manage people in companies, since I was student. It was difficult for me to imagine how this theory can be practically applied in the business world. When I study Consumer Behavior in this master course, it arouses my interest to understand that this theory can be applied to interpreting how consumer goods and
Maslow’s theory of motivation is called the “hierarchy of needs”. Maslow believes that people have five main needs in the following order of importance;
Abraham Maslow’s theory, Theory of Hierarchy Needs, is a motivational theory in psychology that has a tier model of the five things a human needs. Maslow stated that people are motivated to achieve certain needs and that some needs take precedence over others. The five stages, from bottom to top, include Physiological needs( food, water, warmth, and rest), the second stage: Safety Needs ( security and safety), third stage: Belongingness and love needs ( intimate relationships and friends), the fourth stage: Esteem Needs (prestige and feeling of accomplishment), and finally the last stage: Self-actualization ( achieving one’s full potential, including creative potential). The five stage model can be divided into
Abraham Maslow is a psychologist who had developed the Hierarchy of needs model in 1940-50s, and the Hierarchy needs theory is still being used to day and for understanding the human motivation. In his hierarchy he believes that people are motivated to achieve certain needs. And when a human had fulfilled a person would seek to fulfil the next one. Maslow’s hierarchy needs is concerning the responsibility of service providers to provide a
As it was mentioned before, the key idea of Maslow’s Hierarchy of Needs theory relates to the existence of several sets of motivation and needs that govern human behavior. Hence, the major concepts of this theory include certain needs that are grouped into sets based on their place within the hierarchy of all the needs. The first version of the theory has five needs, which are divided into
In 1960 John R. P French and Bertram Raven identified five bases of power accessible to managers (Victor, 2015). These five sources of power are legitimate, reward, coercive, expert, and referent (Jones & George, 2015, p. 435). Legitimate power not with the person; is granted to the position held in an organization’s hierarchy. Reward power is gained by rewarding subordinates for jobs well done, however the rewards must the expectancy of subordinates or the power ultimately fails. Coercive power is based on using fear to intimidate subordinates to carry out tasks. Expert power is based in the distinct knowledge, skills, and expertise that a leader possesses. Referent power is a function of the personal characteristics of leader that result
Maslow’s study of the needs hierarchy led to Frederick Herzberg’s theory, Two-Factor Theory. Herzberg researched focused on employee’s attitudes and motivation. He determined that there are two factors of motivation. The first set (hygiene factors) relates to the employee's need for fair treatment in compensation, supervision, and working conditions (Dictionary of Human Resource Management, 2001). If these are not met, employees feel dissatisfied. Herzberg second set of needs, (motivator factors) identify personal growth and capacity development on the job, (promotion, achievement, responsibility, etc.) must be met for employees to experience job satisfaction. Distinguishing between these two sets of factors is important because it means that different factors are responsible for job satisfaction and job dissatisfaction (Dictionary of Human Resource Management, 2001). Herzberg believed that motivation increases when one combines pay (extrinsic factor) with a motivator such as challenging work (DuBrin, 2007). This theory has led people to understand that money will not always be the best motivation.
Abraham Maslow developed the theories of motivation because he felt that the sophistication of human behavior could not be portrayed through reinforcement or rewards. He felt that human action were directed toward realization and fulfillments and that behavior could be gratified while using multiple types of needs at the same time. Maslow wanted to find positive motivation as to why people react or engage in certain behaviors. He felt that basic survival was based upon his five theories and that long lasting success could be mastered upon the completion of these theories.
Motivation is an important aspect in the workplace. Employees seek it and managers develop ways to motive employees. Maslow’s needs theory can also aid in maintaining a competitive edge if applied successfully.
First, Maslow 's hierarchy of needs theory is a theory that explains human behavior and causes. Maslow, a psychologist, introduces Maslow 's hierarchy of needs theory in [Motivation and Personality](1954). This book testifies to his academic achievements and is the most important reference to those interested in the theory of psychology, including psychology, pedagogy, business administration, and social sciences, and the most cited psychology. It is considered one of the bible. In this book, the 'Five Step Needs of Desire ' criticizes traditional behavioral psychological experiments and Freud 's psychoanalysis from a humanistic point of view and looks at human motives
Maslow’s description of motivations range from meeting basic, lower-order needs such as those for safety and physiological needs through attainment of increasingly higher-order needs, such as self actualization and esteem. Maslow’s body of work in the 1940’s proposed that humans are only motivated to achieve the higher level needs after fulfillment of the basic needs and that there is a single path through these (Guillén et al., 2012).
Maslow’s hierarchy of needs depicts an individual’s needs in order of importance illustrating physiological, safety, social, esteem, and self-actualization as the most important. According to Maslow once a particular
This report is based on a content/needs theory of motivation (Maslow’s hierarchy of needs). It consists of two pieces of primary research on the theory. The first one summarises worker motivation on selected construction sites in Bangkok and the second one is a study of Ethnic differences and motivation based on Maslow’s Theory on Iranian Employees.
This article’s objective is to explain Abraham Maslow’s hierarchy of needs theory in his 1943 paper A Theory of Human Motivation. Maslow’s theory was fully expressed in his 1954 book Motivation and Personality. This article informs the reader about what makes up the established hierarchy pyramid and it explains what needs it consist of such as physiological, safety, love/belonging, esteem, and self-actualization needs. This article also expands on this theory by demonstrating the many criticisms it has faced since it was proposed. Another topic discussed was Maslow’s theory connection to business as well as international business and marketing.
Maslow’s hierarchy of needs is simply a ranked structure of behavioral stimuli that try to explain motivation. It is one of the Content Theories of motivation.