Concept Of Job Satisfaction

Job Dissatisfaction and Concepts Job dissatisfaction is “the negative feeling about one’s job resulting from an evaluation of its characteristics”. (Robbins, Stephen P., Judge, Timothy A.; Organizational Behavior; Prentice Hall; 2009) The worker no longer finds any value at the job or occupation they are performing, and will not exert the same amount of effort it would take for a person who is satisfied. When job dissatisfaction rises among employees in the workplace it can lead to instances of decreased productivity, absenteeism, deviant workplace behavior, poor job performance and other conflicts for the organization. Here are two concepts that could be accessed for knowledge on how to prevent job dissatisfaction from rising in the workplace:

Each of these components of job attitude all have a positive correlation with job satisfaction; the increase of any component leads to: an increase in a worker’s positive core self-evaluation. Positive core self evaluation is “the bottom line conclusions individuals have about their capabilities, competence and self-worth.” (Robbins, Stephen P., Judge, Timothy A.; Organizational Behavior; Prentice Hall; 2009) When core self-evaluation increases, job satisfaction increases. “If an employee is confident in her own abilities and skills on the job, she will be more satisfied with her job” (Balch, Dr. David; Lesson 2: Individual Behavior in the Organization; BMAL 500 Audio Lecture Series;

Employees tend to be happier with jobs where the employer is willing to accommodate their needs and concerns. It gives the employees the idea that the organization is more like a family looking out for one another. When employees see that their employers are willing to go beyond their responsibilities to take care of them, they start becoming more appreciative of their occupation. If an organization is unwilling to show any consideration for the concerns and needs of their employees, that organization runs the risk of creating an atmosphere of resentment. A manager must always take note of any possible factors that might conflict with the concerns of their employees, no matter how small they may seem. “It is critical that ‘the powers that be’ clearly understand that the issue at hand is the emotional response of the employee to not only the tasks to be performed, but to all of the physical, psychological, and social condition that are involved in the execution of those tasks.” (Burmeister, William; Living in Dilbert’s World: A Cubicle Eye’s View of Job Dissatisfaction; Journal of American Academy of Business, Cambridge. Sep 2004, Vol 5; p 350-352) Levels of engagement also signify the level of job