1. Job Satisfaction
What is Job Satisfaction?
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one's job,an affective reaction to one's job and an
attitude towards one's job.
Job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect
emotion,beliefs and behaviours.This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and
our behaviors.
In fact, job satisfaction can be seen in three ways, namely as a function of :
the actual features of the job
the opinions of other people in the workplace
the individual personality type and...show more content...
While Hertzberg 's model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman &
Oldham suggesting that Hertzberg 's original formulation of the model may have been a methodological artifact. Furthermore, the theory does not
consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. Finally,
the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured.
Job Characteristics Model
Hackman & Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact
on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance,
autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and
knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The five core job
characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an
employee 's attitudes and behaviors.

2. How to measure Job
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3. Factors to Job Satisfaction Essay
factors to job satisfaction Joseph Green MT302–Organizational Behavior December 7, 2012 According to Robbins and Judge (2011), job satisfaction
is a positive feeling about a job resulting from an evaluation of its characteristics. The most important factors to job satisfaction in my work
environment are: 1. Compensation/pay 2. Feeling safe in the work environment 3. Job security 4. Benefits 5. Relationship with co–workers 6. Career
advancement opportunities 7. Communication between employees and senior management 8. Career development opportunities 9. Flexibility to
balance life and work issues 10. Relationship with immediate supervisor 11. Management...show more content...
I believe that job security is another very important factor that contributes to job satisfaction. As it can be observed, job satisfaction is the result of
various factors that make the employee perceive the working environment in a certain way. Knowing that you are not going to lose your job
creates a positive feeling and motivates yourself regarding job and also personal life. Also, besides the monthly salary, benefits that an employee
may earn for doing extra work or for better performances is a powerful motivator and factor of job satisfaction. As an example, I have a certain
amount of paper work to complete each month. If I complete it sooner than expected, I receive extra cash and I am also able to ask for additional
work which would bring me more money. This is what motivates me and makes me always overcome the regular amount of work I need to do every
month. Next most important factor to job satisfaction is the relationship with co–workers. If employees do not get along well with each other tension
may appear, efficiency may be diminished, the quality of work may be reduced as well, and the employees would have a general negative feeling of
their work. So, communicating and having a friendly environment at work is very important. SHRM's charts reveal the fact that benefits is what
motivates mostly the employees, while the second place is taken by compensation/pay. Also, another
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4. Job Satisfaction
WHAT IS JOB SATSFACTION? EXPLAIN IN DETAIL? Ans. 2.2 HISTORY OF JOB SATISFACTION The term job satisfaction was brought to
lime light by hoppock (1935). He revived 35 studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is combination of
psychological, physiological and environmental circumstances. That causes a person to say. "I m satisfied with my job". Such a description indicate
the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction. Job satisfaction has been
most aptly defined by pestonjee (1973) as a job, management, personal adjustment & social requirement. Morse (1953) considers Job satisfaction
as dependent upon job...show more content...
For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased
productivity– the quantity and quality of output per hour worked– seems to be a byproduct of improved quality of working life. It is important to note
that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However, studies dating back to
Herzberg's (1957) have shown at least low correlation between high morale and high productivity and it does seem logical that more satisfied
workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of loss of job, will not give 100 percent of
their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and also as soon as the threat is lifted performance will
decline. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as
improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of
longevity. Although only little correlation has been found between job satisfaction and productivity, Brown (1996) notes that some employers have
found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus
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5. Job Satisfaction
Job Satisfaction subject: Org. Behavior Do people really like their jobs? Definitely, everyone knows from the news about dissatisfied workers going on
strike or even acting violently toward their supervisors, directors, but overall people are quite satisfied with their jobs. According to the surveys
percentage of satisfied people averages in the US is about 85 percent. The feelings, reflecting attitudes toward one's job, are known as job satisfaction.
Settings, related to the personnel job satisfaction and devotion to the company, are presenting special interest for the theory of organizational behavior
and practice of human resource management. A discussion of the job satisfaction problem concentrates attention on the employees'...show more
content...
Employees more often perceive their salary's level as a reflection of that how management estimates their contribution to the company's activity.
Additional indulgences are also important, but their role is less meaningful. One of the reasons is that employee more often have no the slightest idea
about the amount of received as indulgences. Moreover, many are prone to underestimate these indulgences; insofar they do not see their practical
value.5 Nonetheless, recent research indicated that if employees have an opportunity to choose themselves to some extent independently indulgences
from the whole package rendered by the company that is named a flexible indulgences system, then they receive greater satisfaction from indulgences
receivables and the job in the whole.6 Job promotion. Promotion opportunities make different influence on job satisfaction. That comes because of that
promotions can be implemented in various forms and be accompanied with diverse rewards. For instance, people receiving promotion for the length of
service, although experience satisfaction from job but not in such an extent as employees, which receive promotion for the results achieved. Aside
from, job promotion with salary increase of 10% usually does not give that pleasure as position promotion with a supplement of 20%. These differences
can explain, why promotions on the level of high management bring larger contenting
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6. Job Satisfaction
RUNNING HEADER: Job Satisfaction Team Paper
Job Satisfaction Team Paper
PSY428
June 21, 2010
Maria Cuddy–Casey
Job Satisfaction Team Paper
With today's ever–changing, stressful environment individual job satisfaction is critical to the success of any organization. Today's individuals are
looking for more than a job; they are searching for a career that will challenge them, allowing them to grow and progress within the organization. They
need a sense of accomplishment while allowing the flexibility to be creative. It is these employees who find satisfaction in their positions. They are
more productive, efficient, and effective; contributing to success of the company. The purpose of this paper is to define job...show more content...
These employees are not only unhappy at work but also in their personal lives. An employer can do little to satisfy these employees. However, some
employees are satisfied with their job and enjoy being at work. These employees tend to see situations in a positive manner, make work fun, and poses
self–confidence. When employers recruit they try to gauge a person's attitude as well as his or her technical skills. Health benefits and competitive
salaries can also contribute to employee satisfaction. Promotional opportunities encourage employees to produce superior work it also provides them
with an attainable goal. Management styles have changed and are geared more toward the employee's needs. Some employees need independence in
which others need guidance, and feedback on his or her performance. Flex work schedules are becoming more prevalent as people try to juggle work
and family life. A workplace with high employee morale indicates a low stress environment. Toxic relationships between employees can have a
negative effect on job satisfaction
Impact of Organizational Socialization Organizational socialization has a major impact on employee job satisfaction. Researchers have determined
new employees who have adapted positively to the organizational culture experience have increased productivity and performance. New employees
experience several stages in the process of

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8. Job Satisfaction Essay
Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang &
Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job
satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many
researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job
satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well–being are improved. Job
dissatisfaction on the...show more content...
To understand the concept of job satisfaction the research has identified two aspects of it, they are, the facets satisfaction and overall satisfaction
(Cherrington,1994; Fields, 2002). Individuals can be satisfied or dissatisfied with their overall job (Ironson, Smith, Brannick, Gibson, & Paul, 1989)
and with specific job facets, such as the level of pay, promotion opportunities, co–workers, working conditions and supervision, contingent rewards,
benefits, nature of work, or communication (Spector, 1997; Locke, 1976; Smith, Kendall & Hulin, 1969). The evidence shows that distinctive job
facets such as pay satisfaction, opportunities for promotion, relationships with co–workers and supervisors have significant effects on job satisfaction
(Ting, 1997; Ellickson & Logsdon, 2002; Pohlmann; 1999). The overall satisfaction is considered in terms of good salary, compassionate supervisors
and co–operative co–workers. Conversely, the job dissatisfaction derives for instance form low pay or incompetent supervisors. Therefore, the feeling
of overall satisfaction or dissatisfaction depends on the intensity and frequency of positive and negative experiences with job (Cherrington, 1994;
Ironson, Smith, Brannick, Gibson, & Paul,
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9. Job Satisfaction
Job Satisfaction
Abstract
Employee job satisfaction and retention happens to be an issue to be debated in terms of attaining an increased degree of productivity within the
organization. Job satisfaction is best defined as a set of feelings and emotions employees associate with their work. Theoretically, an organization with
employees that display actions of substantial absenteeism as well as turnover due to low levels of job satisfaction would generally suffer from greater
recruitment and retraining cost that will hinder profitability. Unfortunately, the majority of businesses have failed to make job satisfaction a top
management priority; this particular trend is attributed to the failure to recognize the significant advantages an...show more content...
Bassett–Jones & Lloyd (2005) believe this approach became a notable explanation of job satisfaction in light of evidence that job satisfaction is
commonly stable over time and across careers and jobs.
The Core Self–Evaluations model is a significant model that narrowed the scope from the Depositional Theory. This theory is dependent on four
evaluations that determine ones disposition towards job satisfaction: self–esteem, general self–efficacy, locus of control, and neuroticism. This model
states that higher levels of self–esteem and general self–efficacy lead to higher work satisfaction. Having an interior locus of control or believing one
has control over one's life, as opposed to outside forces having control, results in higher job satisfaction. It is a type of generalized expectancy
(Bassett–Jones & Lloyd, 2005).
The Two–Factor Theory states that satisfaction and dissatisfaction are driven by two different factors: motivation and hygiene. Motivating factors are
the aspects of the job, which make people want to perform, and supply individuals with satisfaction; for instance achievement in work, recognition, and
promotion opportunities. These motivating factors are regarded as intrinsic to the task, or even the work carried out. Hygiene factors include aspects
from the working environment such as pay, company policies, supervisory practices, and other working conditions.
Job Satisfaction and

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11. What Is Job Satisfaction?
What is job satisfaction? Use the research literature to evaluate the claim that, 'a satisfied worker is a productive worker'.
Job satisfaction is important to an organisation success and therefore it is critical that every individual is satisfied within the workplace. It is just one
indicator of a persons psychological well–being and can be defined as being a pleasure emotional state that results from the appraisal of an individuals
job or job experiences (Locke, 1976). It could also be argued that there is a variety of different aspects that can influence an individuals satisfaction
with their job. These can be different aspects including pay, relationships with colleagues and working conditions. It can be assumed that if an
individual is satisfied with their job then this will lead to motivation and good work performance. There are many different measures of job
satisfaction in the work place. These consist of the Job Satisfaction Scales and the job satisfaction scale of the Occupational Stress Indicator , also
known as the OSI. It has been suggested that there are three different approaches when it comes to job satisfaction (Judge & Hulin, 1993). The first of
these presents the idea that these particular work attitudes are dispositional in nature and are either learned through experience or are inherited through
genetics (Staw, 1986). Although, if this were the case then any attempts to increase job satisfaction would fail because job satisfaction may be
considered a
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