This Research Report Will Analyse The Significance Of Job

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.

After accompanied a research about employees’ job dissatisfaction in general companies and for Delta Company, I have recognized some proofs based on questionnaire and articles. There is a level of job satisfaction for each individual and each job performed. These problems happen when people are not happy with their jobs. This research will support or help the company to increase their employees’ satisfaction level of their job. As we found employees’ were dissatisfied in almost all areas, while a few of employees satisfied ratios were approximately of employees’ dissatisfaction ratios, but still less than employees’ dissatisfaction.

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

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

Topics concerning job satisfaction are commonly studied. Some of the reasons for this can be identified. According to Kalleberg (1977, p. 124), personal value systems of researchers are significant in terms of driving job satisfaction studies, the humanitarian perspective as Spector (1997, p. 2) pointed out, gives rise to job satisfaction studies. Some researchers further argued that job satisfaction is not only the thing employees should have but also the thing they have the opportunity to get access to (Cranny et al. 1992 cited in Fitzpatrick, 1993, p. 372). Also, from a utilitarian perspective (Spector, 1997, p. 2), belief that job satisfaction is related to performance and functioning of organisations encourages more researches in job satisfaction. And evidence linking job satisfaction to life satisfaction and the intention to improve productivity and functioning performance through better employee experiences are also important motivators (Kalleberg, 1977, p. 124). Furthermore, job satisfaction can be a diagnostic tool in performance and functioning checking. Besides, as a matter of study concentration, job satisfaction is significant factor to study for all researchers who are interested in

An individual’s job satisfaction level depends on several aspects of their work life, work life is never stagnant and therefore the level of satisfaction is bound to change over time. Some of the key factors that effect job satisfaction are Autonomy to take decisions, cooperation with colleagues, social climate, autonomy to decide how to do the work, the kind of work one is doing, income and many other factors. Even though work is a very important aspect of every individual’s life, their level of satisfaction has an effect

Job satisfaction is frequently measured attribute in the organizations. The measurement was done on using rating scale where the people reported their reactions to their jobs. On the basis of these rating scales, correlations were developed between job satisfaction and several other variables. The survey suggests that satisfaction is strongly related to working conditions, rewards and appraisal for work and motivation from seniors and co-workers.

Job satisfaction is extremely important for the well being of the organization as well as the individual (Vecchio, 2006). The significance of job satisfaction can be viewed in the context of two decisions people make about their work. The first is the decisions to join and retain in the organization. The second is the decision to work hard in pursuit of high levels of task performance (Schermerhorn, Hunt and Osborn, 2000). People’s degree of job satisfaction can range from extreme satisfaction to extreme dissatisfaction. In addition to having attitudes

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

Korman, it was mentioned that job satisfaction is determined by two important variables or factors. These variables can be classified as Organizational Factors which include working conditions, salary, job security and rewards. The second variable, Personal factors consists of feedback, recognition and accomplishment.

Based on the fulfilment an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw

The term job satisfaction was brought to lime light by hoppock (1935). He revived 35 studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. “I m satisfied with my job”. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction.

Job satisfaction is simply how people feel about their jobs and different aspects of their jobs. It is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. As it is generally assessed, job satisfaction is an attitudinal variable. In the past, job satisfaction was approached by some researchers from the perspective of need fulfilment – that is, whether or not the job met the employee’s physical and psychological needs for the things provided by work (Cote S., and Morgan LM, 2002).

In organizational behavioral research, job satisfaction is the most frequently studied variable (Appelbaum, Bailey, Berg, and Kalleberg 2000; Spector