Thesis Paper Proposal on Job Satisfaction

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.

Pearson and Seiler (1983) found in their research on 336 faculty members from 24 universities in Unites States, predictors for job satisfaction were tenure, teaching load, gender, institution type as in private or public, and age. Salary and ranking on the other hand surprising did not play a big role in influencing perceived job satisfaction. In comparison, it was found that those in professional colleges reported higher job satisfaction than those in general college. Those who reported higher job satisfaction were those with higher salaries, lower teaching loads, and speedier promotion rate. The researchers further explain the possibilities to why lecturers from professional colleges reported higher satisfaction was because of the job security

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.

Job satisfaction can be defined as psychological state of how an individual feels towards work, in other words, it is people‟s feelings and attitudes about variety of intrinsic and extrinsic elements towards jobs and the organizations they perform their jobs in. The elements of job satisfaction are related to pay, promotion, benefits, work nature, supervision, and relationship with colleagues. Employees‟ satisfaction is considered as all-around module of an organization‟s human resource strategies. According to Simatwa (2011) Job satisfaction means a function which is positively related to the degree to which one‟s personal needs are fulfilled in the job situation. Kuria (2011) argues that employees are the most satisfied and highly productive when their job offers them security from economic strain, recognition of their effort clean policy of grievances, opportunity to contribute ideas and suggestions, participation in decision making and managing the

Job satisfaction comes from the attitude that employees have towards their work. There is a close relationship between the degree of satisfaction and the motivation level of employees. Explaining that if there is a lack of motivation in the workplace, it is likely due to a lack

Job satisfaction is one of the topics that have been studied repeatedly over the past decades and is expected to continue as a topic of interest since the studies of turnover continue (Omar, Abdul Majid, & Johari, 2013). Job satisfaction can be defined in many different ways, one of which is

1. Although it is clear employees are not especially satisfied with their work, do you think this is a reason for concern? Does research suggest satisfied workers are actually better at their jobs? Are any other behavioral outcomes associated with job satisfaction?

Herzberg presumed a correlation between productivity and satisfaction. Nonetheless, the research directed by Herzberg stressed upon satisfaction and ignored productivity. Besides, based on the natural reaction of employees when they are enquired the sources of dissatisfaction and satisfaction at work as the two factor theory is not free from bias . They will blame dissatisfaction on the external factors such as salary structure, peer relationship and company policies. Correspondingly, the employees will give credit to themselves for the satisfaction factor at work. Next, Herzberg’s theory ignores blue-collar workers, only white-collar men’s opinion was discussed while ignores blue-collar workers and this theory’s reliability is

Employee satisfaction were based on some aspects which is supervision, ergonomics, the safety policies of the workplace, the condition of the workplace , the employee salary and interpersonal relation that exist in the workplace. These results have been helpful for anticipating representative turnover and hierarchical adequacy.

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.

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

To understand the concept of job satisfaction the research has identified two aspects of it, they are, the facets satisfaction and overall satisfaction (Cherrington,1994; Fields, 2002). Individuals can be satisfied or dissatisfied with their overall job (Ironson, Smith, Brannick, Gibson, & Paul, 1989) and with specific job facets, such as the level of pay, promotion opportunities, co-workers, working conditions and supervision, contingent rewards, benefits, nature of work, or communication (Spector, 1997; Locke, 1976; Smith, Kendall & Hulin, 1969). The evidence shows that distinctive job facets such as pay satisfaction, opportunities for promotion, relationships with co-workers and supervisors have significant effects on job satisfaction (Ting, 1997; Ellickson & Logsdon, 2002; Pohlmann; 1999). The overall satisfaction is considered in terms of good salary, compassionate supervisors and co-operative co-workers. Conversely, the job dissatisfaction derives for instance form low pay or incompetent supervisors. Therefore, the feeling of overall satisfaction or dissatisfaction depends on the intensity and frequency of positive and negative experiences with job (Cherrington, 1994; Ironson, Smith, Brannick, Gibson, & Paul,

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

The data was analyzed using t test to make the comparison in the level of job satisfaction between young employees and middle-aged employees. The mean scores and standard deviation of the data were calculated.