Introduction: Is there a relationship between demographic variables and overall job satisfaction among professional and administrative staff working at universities? Are female employees more satisfied with their jobs than thier male workmates? Are senior staff members more satisfied with their work than newly hired personnel? Are more educated staff more satisfied than their colleagues in their respective work environments? The literature on job satisfaction is filled with studies evaluating the influence of demographic attributes such as age, gender, work tenure, educational level, rank and income level on overall job satisfaction (Zhang & Feng, 2011, Toker, 2011). These studies generated contradictory results showing the significance …show more content…
Five factors that promote job satisfaction have been identified (Herzberg, 1966). These are “achievement, work itself, advancement, recognition and responsibility” (Herzberg, 1966, p12). The originators of the theory thought that pay, working conditions, supervision, policy and administration were the determinants of job dissatisfaction. Since pay, working conditions and recognition depends on age, length of tenure, educational level and possibly gender, this study assumes that there is a plausible theoretical connection between demographic variables and overall job satisfaction at universities. Job satisfaction has acquired a substantial scholarly interest in the study of administration and management (Brewer & McMahan-Landers, 2014). This is due to its linkage to employee attitudes, behavior and productivity. Simply put, more satisfied employees are thought to stick around, produce more and positively impact the work environment (Abdulla, Djebarni & Mellahi, 2011). As in the case of other social scientific constructs, jon satisfaction has suffered from semantic proximity. There is little agreement as to define, conceptualize or operationalize job …show more content…
People may find specific attributes of their work satisfying while they view others as miserable. On average, employees usually find a middle ground where they reconcile those dissatisfying aspects of their job with those more satisfying elements reaching a generic state of satisfaction. Researchers in social psychology, public administration and related fields tried to uncover the best predictors of job satisfaction. The fit of personal goals and values with those of the organization or company one works for has been found as the most reliable indicator of job satisfaction among employees in the public, as well as the private sector (Bozeman & Gaughan, 2011). In attempting to explore the correlates of job satisfaction, researchers have uncovered the relationship between demographic variables, as well as job satisfaction (Wu & Griffin,
Recruitment becomes a greater challenge in organizations with high turnover due to the increased number of vacancies. Nationwide, only 14% of employees feel satisfied with their jobs (Clawson & Haskins, 2011). This lack of satisfaction can...
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
Great post Chad on job satisfaction. I can agree with you that while pay and benefits could have a great impact on job satisfaction, being satisfied in the workplace is not always directly tied to money. In my post, I discussed job dissatisfaction, and in my personal situation I felt that I would have been more satisfied at my job if I felt my voice wasn’t being heard and disinterest in my professional development. I no longer was satisfied with my job because the company lost interest in caring for their employees as the company grew. However, researcher Gul(2015), believes that there is a relationship with development of an employee and expansion of a company in that in order to grow successful , a company must make time to develop an effective
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
Cohn (1979) was interested in determining how age may change or mediate the results of previous studies related to motivation and satisfaction at work. He hypothesized that there would be a negative relation between a worker’s age and their satisfaction levels from work. To test his hypothesis, Cohn sent a series of questions related to worker satisfaction and economic satisfaction to over 500 workers ranging from 21-64. He found that worker satisfaction declined significantly over age. The data suggests that the satisfaction with pay, job security, and interest in the work are not the cause for the decline in worker satisfaction. Rather, the findings suggest that as a worker ages the levels of satisfaction are being transferred into the consequences of work. These findings suggest that it is not the type of work or quality of work that are important, instead, it is the degree to which this work continues that determines satisfaction from work. The further implications of these findings offer the potential to mediate the effect of decreasing satisfaction from work if employers can decrease the consequences of working as an employee
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
This theory implicates a logical illustration that if the nature of a job sufficed and met the five core characteristics, the employee would feel a sense of fulfillment that would result in excellent work performance (Armstrong, 2017). The job design prefigures the significant relationship of the five core dimensions as to how a worker perceives the three vital psychological states – meaningfulness of work, responsibility and knowledge of outcomes – that would eventually contribute to a sense of general job satisfaction, personal growth, increased motivation and effectiveness of work (DeVaro, Li, Brookshire, 2007). There is a dynamic suggestion in JCM that acclaims the correlation of positive feelings with an excellent performance, and negative feelings with poor performance (Mukul, Rayhan, Hoque, & Islam,
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.
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’
As per preliminary analyses conducted with job satisfaction and anticipated job retention—it was concluded that the two were not correlated. (Cohen & Cohen, 1983). As per the results of this analysis, the prominent job satisfaction factors were:
Job satisfaction includes challenging work, interesting job assignments, equitable rewards, competent supervision, and rewarding careers. The quality of work life and psychological rewards from employment are very important. It is doubtful, however, whether many of us would continue working were it not for the money we earn. This paper establishes the definition of compensation, overview of compensation philosophy, critical components of a compensation strategy, and an example of an effective compensation practice. (www.indiana.edu/~busx420/Book.../chap09.doc)
Early studies found a weak link between job satisfaction and job performance, and later research was inconclusive in finding a correlation (Harrison, Newman and Roth, 2006). Subsequent research has attempted to identify relationships between the two, if happier employees are more productive employees, and how factors such as role conflict, role ambiguity and internal political activity affect employee performance. This research is critical to organizations that are struggling to find and retain the best employees who will not only perform the...
“Satisfaction lies in the effort, not in the attainment, full efforts is full victory,” (Gandhi, n.p.). Satisfaction prevails as an important part of life. It holds few related definitions. When someone exhibits a continued effort to perform a task or goal, a positive feedback provides a feeling of happiness. The feeling usually lasts temporarily. Satisfaction holds an important role in society. It grants daily tasks and life long goals a purpose. The word provides encouragement to accomplish these tasks. When a job is completed, satisfaction can reveal itself. The origin of the word satisfaction generates from Old Latin. Satisfaction’s origin splits up into two parts, Satisfacere and Faction. Satisfacere refers to doing enough to become content.
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.