Employee Satisfaction Variables Employee Satisfaction: Employee satisfaction is considered to be a key indicator of productivity and customer satisfaction. Employee satisfaction is a key to the success of the organization. The Company's ability to fulfill the physical, emotional, and psychological needs of its employees is employee satisfaction. Satisfaction: Satisfaction is the psychological state that indicates how a person feels about his or her situation, based on an evaluation of the situation. Motivation: Motivation is the psychological state that exits whenever internal and or external forces simulate, direct or maintain behavior.
Today businesses believe that the sustaining of performance and competitive advantage to becoming a great organization. As an organization’s success depends on their employees’ performance, the value of specific individual employee has played an important role within an organization to be competitive. At that time, the value of each and individual employee and their satisfaction with their jobs are one of the key factors for an organization and organizations need to find ways to improve employee job satisfaction to achieve organizational goals. Improving employee job satisfaction brings along additional benefits such as a direct impact on increase customers’ satisfaction and employees’ work performance. Satisfied employees tend to add extra effort to job performance, then work harder and better.
This present study will focus on the relationship of job satisfaction, self-esteem and stress among organizational employees. Job satisfaction is an attitudinal variable reflecting an employee’s overall feeling toward the profession of an individual. According to Locke (1969) job satisfaction has been defined as pleasing emotional state that results from the assessment of one's job or experiences of an individual’s job. Job satisfaction is an emotional state related to an individual’s work conditions and culture of an organization. In other words, job satisfaction can also be defined as an individual’s impression about job in terms of specific aspects of the job that includes work, pay promotion, co-workers and job in general.
Job status rewards should be calculated based on objective reasoning of an employee’s value to the organization. Individuals differ widely in the rewards they desire and in the value they attribute to each. Job status rewards play a large role in understanding motivation. Rewards affect employee satisfaction, which can influence individual performance. Employees tend to compare their person... ... middle of paper ... ...e, and ensure rewards are relevant and valued.
Affective job satisfaction is defined as the persons emotional feeling about the job as a whole. While cognitive job satisfaction is how satisfied employees are and the feeling of concern in some aspect of their job such as pay, benefits and rewards. In addition to this conceptualization, Hulin and Judge (2003), noted job satisfaction includes multidimensional psychological responses to one’s job, and that such responses have evaluative (cognitive), emotional (or affective) and behavioral
Job satisfaction also is one of the important values and is an element of self-motivation in an employee that will directly affect the intention to work, commitment, the performance and productivity of their work. Job satisfaction is a sense of satisfaction on the work done and assuming that the job brings a deep impression on him. Job satisfaction can influence and affect workers in absence during working hours, commitment resignation and replacement rates in the organization of work (Agho, Mueller& price 1993). So, the job satisfaction will occurs when the individual expectation and values was meet with the job (Gordon, 1999:67-68). At the same time, the level of job satisfaction will influence the results and the qu... ... middle of paper ... ...herefore, the motivator factors must be supplied to create a "motivating" and attract the value of a job.
A high level of employee satisfaction can, to a certain extent, help arbitrate natural conflicts that arise from different personalities and styles of working within an organization. Employee satisfaction and job performance are directly related to one another. Dissatisfied employees are more likely to engage in deviant work behavior, such as absenteeism and resignation without notice, while a satisfied employee will be more invested in their work and more likely to work for the company long-term. SCOPE OF THE
As we got knowledge from the “Organizational behavior” course, we know that job satisfaction influences on employee performance within the organization and organization’s productivity in the whole. So let’s see what is job satisfaction and what factors can influence it. Job Satisfaction—is an individual’s general attitude toward his or her job, or the feelings, reflecting attitudes toward one’s job, are known as job satisfaction. Settings, related to the personnel job satisfaction and devotion to the company, are presenting special interest for the theory of organizational behavior and practice of human resource management. A discussion of the job satisfaction problem concentrates attention on the employees’ attitude toward their job, and a discussion of organization devotion –on the attitude toward the organization in the whole.
Other intangible benefits include the reinforcement of company goals and values, better internal and external communication a positive working and social environment, an improved company image and increased employee loyalty. 1.10 NEED FOR THE STUDY: The need of the study covers the high level of satisfaction leads to organizational commitment. While a low level or dissatisfaction, results in behaviour detrimental to the organization. People will work harder and drive satisfaction of they are given to make their own decisions. The employee satisfaction survey helps companies to determine employees think and identify employee’s needs and concern so that improvements can be made and stronger teams can be formed.
An employee who is happy is more likely to have enthusiasm about their work. Whereas someone who hates their job just goes through the motions of the job without feeling like they have achieved anything. People perform better when they’re happier, and when they feel as though they are making a meaningful difference in the organization. Employees want to feel as though their job is fulfilling and challenging. Organizations maintain employee satisfaction by creating work and tasks to enhance job satisfaction, increase motivation that aligns with the company objectives, and many other ways that will be discussed.