Impact Of Social Exchange Theory On Job Satisfaction

Job satisfaction was an evaluative reaction to the organization. It may be a psychological contract between the worker and the demands of the workplace that was influenced by personal needs, values, and expectations (Bloom, 2010). “Job satisfaction was a measure of an employee’s “overall attitude towards his job, whether he likes or dislikes it” (Smith & Shield, p 190). Blau (1964) focused on the relationship between the organization and its employees. Social exchange theory assists employees form general insight about the mindset of the organization toward them from policies and procedures were endorsed by individuals of the organization (Whitener, 2001). High-performance work practices may positively affect employee-organization relationship

According to Maslow (1943) human needs were arranged in orders of influence that the appearance of one need usually rests on the prior satisfaction of another, which was more powerful need. No need or drive can be treated as isolated or discrete; they were related to the state of satisfaction or dissatisfaction of other drives. The physiological needs were the most basic of all needs in Maslow’s needs hierarchy model. The human being who was missing everything in life in an extreme fashion was most likely that the major motivation would be the physiological needs than other needs. A person who was lacking food, safety, love, and esteem would most probably be hungry for food more strongly than for anything else. If all the needs were unsatisfied then physiological needs may take precedence over the other needs. The other needs may be pushed into the background (Maslow,

There were 55 childcare center directors, 330 childcare center caregivers, and 33 family childcare providers from 11 counties in one state. Stratified random sampling was used to select 156 childcare centers and 100 family childcare homes. Three questionnaires were developed for creating a profile of childcare professionals, including childcare center director, childcare center caregivers, and family childcare provider. Statistical data analysis was conducted using analysis of variance, Pearson product-moment correlation coefficient, and multiple regressions. Results showed higher levels of perceived professionalism for directors as compared to childcare center caregivers and family childcare providers. Years of experience in childcare were significantly related to being committed (Martinet al.). Job satisfaction influences job commitment and staff turnover (Smith &