The Role of Job Satisfaction in Increasing Job Performance

Comcast is known as the top cable TV provider in the nation with the fastest internet speeds along. Even though Comcast has many great achievement and awards there were still business issues that had existed in the organization. In the past Comcast did receive some bad publicity in regards to their customer service as it impacted the customer experience. Every great company has went through many obstacles but it is all about how the organization overcomes those obstacles. The key towards success was not built over night but over time for a successful future. "Good introductory paragraph

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

Employee job satisfaction has a large impact on their organization. Employees being dissatisfied can lead to high turnover, higher absenteeism, affect their overall job performance, and impact customer satisfaction (Robbins & Judge, 2009 pp 87-89). This post will discuss the impact job satisfaction has in regards to organizational citizenship behavior and employee engagement.

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 defined as the positive feeling felt by an individual about a job which results from and evaluation of the job’s characteristics (Robbins & Judge, 2013). With an understanding of job satisfaction we will look at and describe the issues of three individuals and their three different jobs. Describing their job satisfactions, dislikes, and how all this relates to their performances on the job.

There have thousands upon thousands of empirical studies performed at a scholarly level over the course of two decades. Experienced researchers of multiple disciplines from Economics, Finance, Human Resources, Organizational Behavior, Psychology, Sociology, and Ethics have categorically focused their theories upon five of the most prevailing factors common to overall job fulfillment; job satisfaction,

Job satisfaction is a variable and arguable matter of which it has been given a number of definitions by different author’s world -wide. Locke (1976, p.1304) describes job satisfaction as "a pleasurable or positive emotional state resulting from the apprajsa1o f one's job or job experiences". In other words reaching or achieving job satisfaction has a great deal to do with employees having a positive attitude towards their specific roles within the work place i.e. one employee may feel satisfaction when it comes to their job where-as another employee may not particularly feel the same way given the exact same job. Thus having a positive attitude regarding any type of job/task is an example of one achieving job satisfaction. In this paper we shall discuss whether implementing high levels of job satisfaction helps increase employee’s level of performance.

In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance

Job satisfaction is an important aspect that contributes to the overall success realized by an organization. A lot of research has been done on the ways through which job satisfaction of workers can be improved (Tan & Waheed, 2011). Some of the factors studied by these research studies include the samples from academic sector, the hotel sector, the

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

To give context, Job satisfaction can be defined as “positive feeling about one’s job, resulting from an evaluation of its characteristics” (Robbins, Judge et al. 2013). Firstly, Saari and Judge (2004) conferred the idea that good management can improve job satisfaction and stated that an individual has higher levels of job satisfaction when if a manager can create four key positive job oriented roles; mentally challenging work, equitable rewards, supportive work environment, and supportive work colleagues. Conversely, it was then proposed by Ilies, R. and Judge, T.A., 2003 that job satisfaction is only partially determined by the degree of management, whereas predetermined genetic attributes have a higher level of importance on job satisfaction.

The theory of job satisfaction is highlighted in this case. Morale and job dissatisfaction is a major symptom that contributed to the high turnover in the Lima plan. Yet, there are other symptoms that were directly related to morale and job dissatisfaction that should be analyzed to understand the root cause of the problem. First, the nature of the work is a symptom that contributed to the morale and dissatisfaction. According to the case, the foremen had to manage and resolve a variety of issues ranging from administrative to personnel issues. Furthermore, this work had to be completed in a 12-hour shift, which was very challenging. Because the foreman were not satisfied with the work itself, overall job satisfaction was low. This is important to understand since satisfaction with the work itself is a component of overall job satisfaction.

At that time it shows a very weak and negative correlation between them Iaffaldano and Muchinsky (1985) proved that there was a correlation between them and it was found to be 0.170. In recent years many researcher confirmed that there is positive correlation between the job satisfaction and job performance. (Zimmerman and Todd in 2009, Chen and Colin in 2008, Dizgah et al, 2012 & Lee, Javalgi and Olivia in