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Introduction Job satisfaction has been gaining attention from both researchers and managers, especially due to the contemporary proliferation of the idea recognising the significance of people in terms of achieving competitive advantage and sustainability in organisations. The purpose of the essay is to review factors influencing job satisfaction and consequences attributing to job satisfaction after reviewing some understanding of the meaning of the term and the reasons why job satisfaction is widely studied. Literature Review The meaning of job satisfaction and the attractiveness for studies It is relevant that the meaning of job satisfaction is reviewed. The definition of job satisfaction can be simply the extent to which employees like their work (Agho et al. 1993, p. 1007).
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(1987), ‘Linking Competitive Strategies with Human Resource Management Practices’, The Academy of Management Executive, Vol. 1, No. 3, pp. 207 - 219. Schuler, R.S., and MacMillan, I.C.
An engaged employee works with his/her colleagues to improve their productivity within their job, for the ultimate benefit of the organisation. This paper critically reviews MacLeod Report (2009), ‘Engaging for Success’ and analysis it’s suitability as an engagement model for the organisations to adapt. Also, this paper suggests an alternative engagement model, which can be applied and adopted by the organisation for achieving their strategic objectives. Employee Engagement The employee engagement is a relatively new term in the corporate world. Due to the global nature of work and diversity of workforce, it has become a key part of competitive advantage for many organisations.
Other surveys askin... ... middle of paper ... ...of Organizational Behavior, 21, 185-202. Weiss, H., & Nicholas, J., & Daus, C. (1999). An Examination of the Joint Effects of Affective Experiences and Job Beliefs on Job Satisfaction and Variations in Affective Experiences over Time. Organizational Behavior and Human Decision Processes, 78 (1), 1-24. Igalens, J., & Roussel, P. (1999).
Employees are well aware of the fact that appraisals for the basis for promotions and salary increases (Purwanti, 2011). The end result of both the employee appraisal and the opportunity feedback and opportunity is to allow the company to avoid employee turnover. Turnover is not only costly to the company but it can affect the overall performance of those employee left at the company when a unhappy employee either leaves by their own decision, or one that the company has to let go. The appraisal should be a structured approach and be consistent from employee to employee thereby not showing any type of favoritism. The expectations of the appraisal need to be addressed up front.
Employee Responsibilities and Rights Journal, 12 (3), 141-162. Zobal, C. (1998). The “ideal” team compensation system – an overview: Part I. Team Performance Management, 4 (5), 235-249. Zobal, C. (1999).