This research was conducted to assess the relationship between selected demographics, job mastery, and job satisfaction. A total 6,902 participants were gathered from the telephone and Internet provider BellSouth. A significant relationship was found between age and job satisfaction. Job satisfaction was also significantly correlated with years spent with the company. Significant differences were found between gender and job satisfaction, as well as level of education and job satisfaction. These findings suggest that as age and years spent with the company increase job satisfaction also increases and job satisfaction may depend upon the level of education of the employee.
The Relationship between Specific Demographic Variables, Job Mastery, and Job Satisfaction
Job satisfaction serves as important factor in improving not only the general happiness of employees, but also enhancing the work performance. For these reasons, psychologists and employers alike have studied the factors that may effect overall job satisfaction among employees. For example, previous research has found a negative significant relationship between social stressors and job satisfaction (Harris, Harvey, & Kacmar, 2009). This research signified that as the social stressors of employment decreased the job satisfaction of the employee increased. Although this research was beneficial in the implication of increasing job satisfaction of employees, previous research in evaluating other factors effecting job satisfaction has not been as successful. Previous research evaluating the relationship between specific demographic factors and job satisfaction has been inconclusive (Scott, Swortzel, & Taylor, 2005). However, Harris et al. (2009) ...
... middle of paper ...
... week, so that all employees would have a chance to complete the survey and the data could not be linked to the shift that the employee worked.
Results
Frequencies were preformed on call waiting, caller id, Internet, and multiple lines. Results indicated that 58.40% of employees did not own multiple telephone lines and 41.60% of employees did own multiple lines. Similar results were found for caller id and call waiting. Frequencies revealed that 48.40% of employees did not own caller id’s and 51.6% of employees did own caller id’s. Frequencies also indicated that 49.10% of employees did not have call waiting and 50.90% did have call waiting. The most surprising information provided by frequencies was the lack of employees who had Internet. Results indicated that only 26.10% of BellSouth employees had Internet, while 70.00% of employees did not have Internet.
Schleicher, D. J., Watt, J. D., & Greguras, G. J. (2004). Reexamining the job satisfaction-performance relationship: The complexity of attitudes. Journal of Applied Psychology, 89(1), 165-177. doi:10.1037/0021-9010.89.165
From the psychological perspective of its relationship with leadership style, the concept of job satisfaction includes multi-dimensional responses to one’s job, and that such responses have cognitive (evaluative), affective (or emotional), and behavioral components (Judge & Klinger, 2003). Weiss has also argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behavior (Weiss, 2002). This concept of job satisfaction suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors. The success of any organization depends greatly on the commitment and hard work on the part of their employees. Because of that, job satisfaction has been used as a tool to attract and retain the best employees within the
What happens when a worker is not being fulfilled in his or her perspective job? Everyone has had or will have a job. Whether he or she is a farmer, CEO, or burger flipper; regardless these are jobs. Additionally, throughout these jobs people have experiences, some good, and some bad. Some will hate their jobs and dread going to work when they wake up, while other will flourish at their jobs and gain a sense of fulfillment. Someone can come to hate a job because of a high workload, low salary, or long hours, while the love of a job comes from a sense of fulfillment by doing what he or she loves or having high salary and low workloads. In some cases, because employees are in the job for just the money and not personal gain they become dissatisfied more easily than someone who goes into a job looking for personal improvement or passion for the job.
Through a review of the literature, numerous articles reveal that job satisfaction is one of the most frequently deliberated topics in organizational behavior and of great concern among management and leaders globally (Cowden & Cummings, 2012; Chang, 2014; Gellatly, Cowden & Cummings, 2014; Hairr et al., 2014; Hellreigel & Slocum, 2011; Jahrami et al., 2011; Moneke & Umeh, 2013; Rani, Sharma, Sharma & Kumari, 2016; Van Bogaert et al., 2014). Therefore, several definitions of job satisfaction were discovered, one definition is “the feeling of pleasure and achievement that you experience in your job when you know your work is worth doing, or the degree to which your works gives you this feeling” (Cambridge Dictionary, n.d.). This definition is an example of the psychological component to job satisfaction, however, some researchers believe that job satisfaction is more correlated with the employee’s work culture (Roussel, 2013). There is also increasing substantiation in nursing literature with reference to the positive influence of healthy work environments on employee satisfaction, retention, enhanced patient outcomes, and overall organizational performance (Atefi et al., 2014; Gerard, Owens & Oliver, 2016; Hairr et al., 2014; Hellreigel & Slocum, 2011; Van Bogaert et al.,
Job satisfaction is the intensity of contentment a person feels concerning his or her work. Based on an individual’s perception of satisfaction the level can be decided. Job satisfaction is highly dependent on a person’s capability to finish obligatory tasks, the level of hold and communication in the company, and the efficient management employee coordination. It is not simple as the definition suggests and instead various psychological responses regarding one’s work and life are involved. According to researchers, job satisfaction measures greatly differ in the level to which they quantify thoughts about the work or cognitions about the work. Two different levels of job satisfaction can be defined: “affective job satisfaction” and “cognitive job satisfaction”. Affective job satisfaction can be defined as a person’s expressive sentiment towards the job as a whole. Cognitive job satisfaction can be defined as the level of satisfaction a person feels regarding a facet of his or her job, such as compensation, duration of working hours or rewards.
While motivational and job satisfaction theories can help employers or leaders to gauge what motivates their employees, it is impossible for them to be used to explain all motivating factors. By analyzing these theories, it is possible to understand their basic concepts, and see how they can be an advantage in motivating their employees to the best possible outcome for the
It is well established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge they have to invest in human resource, and placing their employees on top priority. This notion has lead to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance from employees organisations must motivate their employees, and have to engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promoting the environment that promotes the organizational commitments and organizational citizenship behavior. Job satisfaction has been identified as a major requirement for organisations which aim to achieve excellence in their operations. Armstrong (2003) refers to job satisfaction as the attributes and feelings people have about their work. By extension, job satisfaction will mean positive or favourable attitudes towards one’s job whilst a negative or unfavourable attitude indicates job dissatisfaction.
Based off of the gratification 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
When discussing manager’s role in creating job satisfaction, firstly job satisfaction attributes must be defined. This essay narrows down job satisfaction characteristics in four main categories, mentally challenging work, employee rewards, supportive work conditions (Robbins et al., 2013). The Job characteristics model explores motivation theory which explores job enrichment, autonomy, and feedback which can be useful for recruiting finding a potentially satisfied employee (Hackman, JR & Oldham, GR 1976). The Big five personality traits are useful for determining personality suitable for an organisation. Select the right employee will lead to job satisfaction.
Improving job satisfaction and productivity is an issue which is imperative among all employees and workplaces. There are various issues contributing to the decrease of job satisfaction including conflict, issues with pay, stress and workplace training. Low productivity rates and unsatisfied employees increase the risk for absenteeism and employee turnover. Occupational stress can often occur in the workplace, leading to an increased rate of ab...
The problem of job dissatisfaction is a global workplace issue. Although Americans are happier in their jobs, satisfaction in the United States is declining due to downsizing and overburdening. (Robbins & Judge, 2009). Before outlining job dissatisfaction a definition of job satisfaction is needed. Job satisfaction is “[an] individuals’
In this section it describes the main ideas included in thesis report of the research. These ideas are Job Satisfaction, Performance and Organizational Rewards. It is the common explanation that Job Satisfaction is an mind-set to work. Moreover, Job Satisfaction is an emotional or affective reaction to many features of one’s career. An individual with an increase rank of Job Satisfaction contains optimistic behavior to his or her profession, whereas a human being who is discontented with his or her work contains pessimistic behavior about the work. Luthans (1985) states a complete meaning specified by Locke. A pleasant or affirmative affecting condition
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. According to Robinson (2006) Employee satisfaction is thoroughly related to job satisfaction and affects the intention to leave or stay with the organization. According many different researches, employee job satisfaction is vital to face the vigorous and ever-increasing challenges of satisfying productivity of the organization by keeping their employees constantly involved and encouraged. Hapak (1935) defined job satisfaction as relation to psychological, physiological and social factors. In other words, it is necessary for an individual to be satisfied physically, psychologically and socially to attain job satisfaction. Job satisfaction is one of the most important aspects of an individual’s job or work.
As employee satisfaction plays a vital role in the success of an organization. If the employees are satisfied and happy with their job and working condition then they will give their best for the improvement of an organization. Happy and satisfied employees always put more efforts for the organizational achievements and stay loyal to the company. Job satisfaction is directly related to the productivity...
In conclusion, the of motivation factors have a strong influence on job satisfaction resulting in any positive feelings that accompany human, who is trying to keep this state as long as possible, which leads to further efforts.