Job satisfaction is a key factor that leads to success in the world of corporations. Job satisfaction is defined as, “the extent to which people like or dislike their jobs”. It can influence a company at the individual level, the group level and even to the point of impacting a corporation as a whole. Employee contentment can also affect a company on the economic level. Job satisfaction influences nearly every aspect of a corporation. Therefore, understanding job satisfaction is important to
that the expression "job satisfaction" mirrors a person's state of mind towards their work and the association and can be characterized as an employe's enthusiastic response towards their workplace in view of the assessment of the real outcomes against their desires. Chen as cited by Sougui, Bon, Hassan (2016:5) stated employment fulfillment has been considered essentially in hierarchical and mechanical sciences since the 1930s. Sougui et al. (2016:5) posited that job satisfaction can be characterized
consistent factor. Job satisfaction is oftentimes overlooked when spoken in terms of teachers, teacher productivity, and overall success of the school. It is even more rarely mentioned in terms of teacher retention. Job satisfaction refers to the feeling and emotions of employees in an organization. It includes the behavior pattern of people that can be favorable or unfavorable. The progress of work is directly related to job satisfaction. If employees are not satisfied with their jobs, the overall progress
the relationships of work-related factors (e.g. autonomy, work schedule, supervisory and peer support) to nurses ' job satisfaction and intent to leave their current position” (p. 3224). The problem revolves around low job satisfaction and high turnover among nurses in the health care industry. The study was conducted in order to investigate the work related factors of job satisfaction and the factors surrounding low retention numbers among nurses. The study surveyed 5000 licensed nurses from Illinois
According to Nancy C. Morse (1997) “Satisfaction refers to the level of fulfillment of one’s needs, wants and desire. Satisfaction depends on what an individual wants from the world, and what he gets.” Employee satisfaction is a measure of how happy workers are with their job and working environment. It is undeniable that there are many different factors affecting organizational effectiveness, and one of them is employee satisfaction. Also, it is said that a satisfied employee is a productive employee
307). Information and comments collected as results of the focus group sessions were mixed and not totally in favor of positive millennials’ work ethics. To examine the second research question, the MANOVA results for job values indicated there are generational differences in job values where df = 4 and p=<.001. Specific results for discrimination against women indicated millennials scored the lowest M=2.36, SD =.95, GenX M=2.52, SD=.89, and Boomers M=2.61, SD=.83. They also scored the lowest for
Chapter 2 – Literature Review 2.1Job Satisfaction Wicker (2011) explains that job satisfaction has been made to refer to a variety of facets throughout the years. One such perspective on job satisfaction would be the sense of inner fulfillment and pride when performing a specific job. In addition, an employee who feels that he or she has completed, something of importance, as well as, worthy of recognition, explains Webster (2010). The presence of pleasurable emotions, that leads an employee towards
demographic differences are associated with job satisfaction, but the evidence had been inconsistent and there was still much to learn about the stability of the reported relationships. To fill the gap that was missing in previous research, Bush et al. (1987) conducted a meta-analysis which collected results across numerous independent samples to better understand existing relationships among populations. The authors included age, race, gender, education, job tenure, and organizational tenure in their
Job Enrichment in the Nursing Profession Employee motivation and job satisfaction are intertwined in ways that have implications for organizational performance. Motivation has been explained as a goal oriented behaviour involving a course of action leading to the attaining of a reward (Armstrong, 2006) and as the energy that compels individuals to act persistently toward some goal (Berman, Bowman, West & Wart, 2010). Within the framework of the present study, the consideration of satisfaction
FUNCTION OF JOB SATISFACTION Introduction 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