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importance of the factors affecting job satisfaction
importance of the factors affecting job satisfaction
motivational factors influence on job satisfaction
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Job satisfaction has been defined in many different ways. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision (www.boundless.com). According to Colquitt, Lepine, and Wesson in Organizational Behavior, 5th ed., job satisfaction is a pleasurable emotional state resulting from the appraisal of one’s job or job experiences. However, after careful research we found that job satisfaction is not just one thing. It is several different facets working together that determine job satisfaction. We will show how pay satisfaction, supervision satisfaction, and satisfaction with the work itself all play a volatile role in developing job satisfaction.
Think of a job you held that you considered to be “the best job ever.” The work atmosphere was pleasant and you enjoyed the work itself, your boss was “cool to work for” and your salary was excellent. Working in conditions such as these you would find it easy to perform your tasks in a timely manner and to the best of
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This facet of job satisfaction focus mainly on what an employee does for a living or at their job. Consider the 40-50 hours per week most employees spend in their office or cubicle. Can you imagine those hours spent in complete boredom? Or wishing you were anywhere but at your job? Having the best boss in the world cannot make up for not having a genuine “love” for your job. Satisfaction with the job itself is the single strongest driver of overall job satisfaction (Ironson, Smith, Brannick, Gibson, and Paul). It is hard to be satisfied with your job if you do not truly love and enjoy what you
The job satisfaction is the most widely investigated job attitude an d as well as the most extensively researched subjects for the different organization and industrials. Most of motivational theories have represented or focus on the job satisfaction toward the job and productivity of the employees as well as many job satisfaction theories have tried to explain it’s influences toward the job responsibility such as Maslow’s Hierarchical of needs theory(1943), Hertzberg’s two factors theory (1968), Adam’s equity theory (1965), Job Characteristics Model, Locke’s (1976) Range of Affect Theory, Porter and Lawler’s (1968) modified version of Vroom’s (1964) VIE Model etc.
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
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.,
Traditionally, the effectiveness of employees’ performance was one of the primary concerns of managers and theorists who researched issues related to management and who developed management theories. Views on the effectiveness of employees’ performance and its improvement vary consistently. The variety of theories has been developed to stimulate the improvement of effectiveness and productivity of employees through the implementation of new methods offered by different theorists. In this respect, job satisfaction has proved to be one of the key factors that determine the effectiveness of employees’ performance. At the same time, many researchers failed to understand the full scope of factors influencing job satisfaction. In such a context, researches and the Motivator-Hygiene theory developed by Frederick Herzberg are particularly noteworthy. In fact, F. Herzberg develops the idea that there are two groups of factors influencing the job satisfaction and, therefore, effectiveness of work of employees: on the one hand, there are motivator factors, which motivate employees and lead to their job satisfaction, whereas, on the other hand, there are hygiene factors that prevent job dissatisfaction but both groups of factors are essential to maintain positive performance of employees because,...
Locke in 1976 provided the most broadly acknowledged explanation of job satisfaction. According to him, job satisfaction is a gratifying or positive emotional condition resulting from the assessment of individual’s job experiences. Job satisfaction has emotional, cognitive and behavioral aspects. The emotional aspect refers to the thoughts regarding each individual’s job that the workplace being monotonous, uncomfortable or thrilling. The cognitive aspect of job satisfaction refers to beliefs regarding individual’s job such as the feeling of one’s job being mentally tough and challenging. Atlast, the behavioral component of job satisfaction includes people’s dealings in relation to their work, which may involve being slow, staying late, or pretending to be sick only to avoid
Herzberg’s satisfiers and dissatisfiers are found as factors. The five factors that determined job satisfaction are: achievement, recognition, work itself, responsibility, and advancement (Starling, 2010, p. 357)). All of these factors are related to job content. In addition, the five factors that are associated with job dissatisfaction are: company policy and administration, supervision, salary, interpersonal relations, and working conditions (Starling, 2010, p. 357)). By eliminating dissatisfiers it will reduce the employee dissatisfaction, but will not motivate workers to high achievement levels. On the other hand, the opportunities, challenge, and recognition for the personal growth are powerful motivators and will promote high satisfaction and performance.
Nowadays, the main source of job satisfaction is job security, without a misgiving. It is important for both management and staff. People are truly worried about their jobs particularly with the sale of the business and are just appreciative to have a job (O 'Connor M, 2010). Furthermore, Herzberg claimed that job satisfaction was important to enhance an employee 's motivation. Also, the opportunity to do different work and develop skills in different roles is providing satisfaction. Many companies believe that salary is the key motivator. However, people may want to surpass, get acknowledgment for the attempt to themselves, and they may want to feel a part of a team. Also, they want to feel a joyful of worth at the workplace. It is a reason empowerment plays a very important part in a company 's development. (French, R., et al., 2008). For example, one person can be happy with one point of view their job and sad with another outlook. Moreover, Fredrick Herzberg 's hygiene-motivation theory, he had progression ideas that definite factors cause job satisfaction while others lead to dissatisfaction. He suggested the 'Two Factor theory ' of human motivation in the workplace because he believed that people have two sets of needs. One as avoiding dissatisfaction but by themselves and do not provide satisfaction company policy, relationships, work environment and security. While, another needs as being to develop psychologically. Hertzberg assumed that the motivator factors such as achievement, interesting work and responsibility were the main cause of job satisfaction (Herzberg, F,1968). Simply, they are more love their job if they only focus on itself, and less to enjoy it if they just focused on money (Premuzic T,
The pressure can come from the need to make minimum wage money or a parent deciding on what their kids need to fulfill financially. When choosing something partaking interest in, they are content and adore what they do. Love for their work profession encourages a positive attitude and this is needed for productivity. When an employee loves what they do, they attain a constructive behavior. But, when productivity is sacrificed, it begins to suffer with negative employees who only work to make a piece of change. The only determination they pertain to is to increase their productivity in order to get more money, but in due time this makes them traumatic and hostile. Undesirable employees have no interest in the work, soon the satisfaction is hard for them to achieve, leading to insufficient motivation. The two major ways for employees to improve, productivity in their professional ranges is the choice of profession
In many organisations, managers and bosses have found it a struggle implementing successful strategies to improve job satisfaction and productivity among its employees. While dealing with unproductive, unmotivated and unsatisfied employees, there is an increased risk for turnover, which can be prevented. The risk of high turnover is a problem to workplaces as turnover has been proven to ‘take its toll’ on productivity as it disrupts current projects and increases workloads for other employees. It also has a negative impact on team cohesion (Patrick and Sonia, 2012). Job satisfaction is one’s general attitude to the job, and higher the job satisfaction, the more likely he/she will hold a positive attitude towards their job (De Menzes, 2011). De Menzes (2011) believes that employees who are satisfied with their jobs are likely to be more committed to their organisation and be more productive. People are significantly more productive when they are content and achieving individual and organisational goals are able to be fulfilled in a work environment where employees feel happy and motivated. Interventions which can be used to improve job satisfaction and productivity to decrease rates of turnover and unmotivated employees include an increase in workplace training, as well as performance pay.
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
(2008), Job satisfaction doesn’t have to mean pursuing the ultra-glamorous or making money from your hobby. You can work at job satisfaction, and find it in the most unexpected places. The heart of job satisfaction is in your attitude and expectations; it’s more about how you approach your job than the actual duties you perform. Whether you work on the farm, a production line, in the corner office or on the basketball court, the secret is to understand the key ingredients of your unique recipe for job satisfaction. There are three basic approaches to work: is it a job, a career, or a passion? Depending on which type of work you are in right now, the things that give you satisfaction will vary. If you work at a job, the compensation aspects of the position will probably hold more appeal than anything else, and have the greatest impact on whether you stay or go. If you work at a career, you are looking for promotions and career development opportunities. Your overall satisfaction is typically linked with your status, power, or position. If you work at a passion, the work itself is the factor that determines your satisfaction, regardless of money, prestige, or control. Inevitably, these are generalizations, and you will probably find that you get satisfaction from more than one approach to work. Being aware of the type of work you are doing, and the things you need for job satisfaction, will help you to identify and adjust your satisfaction expectations
Job Satisfaction: The amount of satisfaction an individual gets from doing their job can directly be related to their attitude about it. It is a very personal aspect of work as satisfaction reflects how the person views how they do their job, how the company views them and who they are as a person. Factors that lead to job satisfaction are: recognition, equitable compensation, and ability to grow in the position and responsibility commensurate with compensation (Study.com, 2016).
Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg. 58-59).
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.