The Challenges Of Job Satisfaction Lead To Job Dissatisfaction

CHAPTER 1 (INTRODUCATION)

Swift change in environment is the high flying side of 21st century .retention of key employees has always remained a censorious matter for organization. Gradually Firms have become more dependent on their top endowment to be successful in adapting to market changes; however, these rapid market changes concurrently result in job dissatisfaction among key employees. Challenges which organizations face comprise diverse workforce, changing organizational structure, global competition, and hasty change in technology. Although every organization has its own set of precedence which it devote to their human recourse in order to achieve high productivity. For this purpose, organizations always require satisfied employees.

Job satisfaction is how satisfied a person is with his or her job. Job satisfaction can be defined as the difference between one’s expectations from a job and what one has in a job (Locke, 1976). Different persons have different aspects of satisfaction. Individuals have got variable preference at workplace for different factors that may affect their job satisfaction. The level of job satisfaction will be changed as the conditions of current job change (Mobley, 1982). Job satisfaction changes according to the shocks that employees experience in their current job for example termination of close friend can lead to job dissatisfaction (Lee et al., 1996,

Different sort of studies have provided the supporting evidence that OC and LOC improve JS (Rose et al., 2009; Rotter, 1996). Moreover , it is evident that there is an association between job satisfaction and turnover intentions (Griffeth et al., 2000; Hom et al., 1992). There has a negative impact of Job satisfaction on employee’s turnover intention and collectively on actual turnover behavior (Chen et al., 2011). Focus on one to one relationship studied previously but it is rare to find any model that examines the impact of LOC and organizational culture on turnover intentions with mediating role of job satisfaction. Therefore this study intends to address following objectives,

i. To investigate the impact of organization culture on turnover intention. ii. To investigate the impact of locus of control on turnover intention. iii. To investigate the effect of job satisfaction on turnover intention.

To investigate the relationship between Organizational culture, locus of control and turnover intention with mediating role of job satisfaction.

1.5. Significance of the