Introduction Achievement of a high performance level through productivity and efficiency has always played the first priority of every organizational goal and highly satisfied work force is completely essential for an organization. Satisfied employees lead to extend more effort to job performance, then work harder and better. Hence every organization tries to create a satisfied work force to operate the well- being of the organization. Employee satisfaction can be determined that employees are happy and pleased with their jobs and working environment. Happier employees tend to more commitment to what they are doing within the organization and it results employee love their role and they are working towards an organizational goals. Connection between employee job satisfaction and job performance Generally, job satisfaction is an attitude towards job. In other words, job satisfaction is an emotional response toward various features of one’s job. A person with a high level of job satisfaction supports positive attitudes towards his or her job, while a person who is dissatisfied with his or her job holds negative attitudes about the job. Job satisfaction is a result of employees’ perception of how well their job provides those things which are viewed as important. Job satisfaction is also defined as reintegration of affect produced by individual’s perception of fulfilment of his needs in relation to his work and the surrounding it. (PUSHPAKUMARI, The Impact of Job Satisfaction on Job Performance, 2008). Job satisfaction can be influenced by an employee’s ability to complete required tasks, the level of communication in an organization, and the way management treats employees. If employees feel satisfied with what they are doing or j... ... middle of paper ... ...+satisfaction Llorente, R. d. (2005). Job satisfaction as an indicator of the quality of work. The Journal of Socio-Economics 34 (2005) 656–673, 656–673. Menezes, L. M. (2012). Job satisfaction and quality management: an empirical analysis. International Journal of Operations & Production Management, Vol. 32 Iss: 3, pp.308 - 328, 308-328. PETRI BÖCKERMAN AND PEKKA ILMAKUNNAS∗. (2012). THE JOB SATISFACTION- PRODUCTIVITY NEXUS:. ILRReview, 65(2), April 2012. © by Cornell University., 245-247. Podmoroff, D. (n.d.). Mind Tools. Retrieved January 06, 2014, from www.mindtools.com › Career Skills: http://www.mindtools.com/pages/article/newCDV_94.htm PUSHPAKUMARI, M. D. (2008). The Impact of Job Satisfaction on Job Performance. An Empirical Analysis, 90. PUSHPAKUMARI, M. D. (2008). The Impact of Job Satisfaction on Job Performance :. An Empirical Analysis, 89.
Employee satisfaction is defined as the extent to which people like (satisfied) or dislike (dissatisfied) their jobs according to Spencer (as cited by Boyad, Lyndon, and Malekar, 2012). This definition suggests that employee satisfaction is a general reaction that individuals hold about their job. In addition, Price (as cited by Appiah, 2016) defined employee satisfaction as a measure of emotions an individual has toward the organization. Thus, Aziri (as cited by Appiah, 2016) inferred that employees are more productive and more stable and display a positive perspective of the objectives of the organization when they are satisfied.
Tulgan, B., Meister, J., & Matos, K. (2013). 2012 Employee Job Satisfaction and Engagement (ISBN 978-1-586-44329-0). Retrieved from Society for Human Resource Management (SHRM) website: http://www.shrm.org/LegalIssues/StateandLocalResources/StateandLocalStatutesandRegulations/Documents/12-0537%202012_JobSatisfaction_FNL_online.pdf
Making employees happier is a good way to motivate them. But sometimes, high satisfaction do not related to high performance. When the satisfaction is too high which make people think what they get are not relate to their work, they will think they do not need to work hard.
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.,
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
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...
Employees will become bored and lose motivation if they are never given an opportunity to expand their skills and responsibilities. The employer needs to spend time, money, and energy on programs, processes, and factors that will have a positive impact on employee satisfaction. Effective communication is important to let the employee know what’s current situation of the organization and is correlated with low employee turnover or intention to leave, while ineffective communication is the reverse. The employer should maintain an open door policy, and encourage staff to approach them to ask questions, share ideas, and feels strong bonds of trust, they will share issues openly. If employer failing to provide opportunities for growth and development than risk employees feeling like they aren’t making progress as professionals, which leads to dissatisfaction and burnout. In order to be satisfied at work, employees need to feel appreciated and a leader needs to be specific in expressing their appreciation so that it reinforces
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
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’
The work environment as we know it today has changed a lot compared to perhaps a century ago. Change is an ever present force in the work environment. There are many factors that affect job satisfaction. The purpose of this research is to examine the relationship between job satisfaction and productivity in the work environment. In addition the paper will examine motivation as a factor affecting job satisfaction. The concept of motivation is a very broad one. This will seek to zone in on the more critical aspects of motivation.
Additionally, employee satisfaction are directly correlated to employee commitment and the loyalty which again directly related with the business and work productivity (Papazisi, Raidén, and Sheehan, 1995). Smart leaders knows that keeping their employee satisfied and motivated are essential for their organization (Sher, Bakhtiar, Muhammad &Ali, 2010).
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 represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations. There is a considerable impact of the employees’ perceptions for the nature of his work and the level of overall job satisfaction. Financial compensation