2. WHAT IS JOB SATISFACTION?
• Job satisfaction is the feeling of pleasure and
achievement which an employee experience at
their job, when the work is worth doing, or the
degree to which their works gives them
• Job satisfaction is the collection of feelings and
beliefs people have about their current jobs.
Job satisfaction is the level of
contentment a person feels regarding
his or her job. This feeling is mainly
based on an individual's perception of
4. Measuring Job
• Single Global
are you with
your job? ”
5. Measuring Job Satisfaction
• Summation score
Typical element here are the nature of
work, supervision, present pay,
promotion opportunities, and relations
6. How Satisfied are People in
Average Job Satisfaction Levels by Facet
Team work Compensation
7. How Satisfied are People in
71% of the Indian employees surveyed
are satisfied with their jobs.
These numbers are 8 percentage points
higher than the Asia-Pacific norms.
8. How Satisfied are People in
People are on average-satisfied
with their jobs
with the work itself,
with their supervisors
However, they tend to be
less satisfied with their pay and with
9. What causes Job Satisfaction?
There is strong correspondence between
how well people enjoy the social context of
their workplace and how satisfied they are
Interdependence, feedback, social support
and interaction with co-workers are
strongly related to job satisfaction even
after accounting for characteristics of work
10. What causes Job Satisfaction?
Pay comes up often when people
discuss job satisfaction.
For poor people or people living in poor
countries pay does correlate with job
satisfaction and overall happiness.
12. What causes Job Satisfaction?
Money does motivate people.
But what motivates people is not
necessarily the same as what makes
Job satisfaction is not just about job
Personality also plays a role.
13. What causes Job Satisfaction?
Research shows that people who have
Positive core self-evaluation (who
believe in their inner worth and basic
competence) are more satisfied with
their jobs than those with negative core
15. When they Dislike their
One theoretical model – the exit-voice-loyalty-
neglect framework is helpful in
The four responses differ along two
16. Impact of Satisfied and
Dissatisfied Employees on the
17. The exit response directs behavior
toward leaving the organization,
including looking for a new position as
well as resigning.
Dissatisfaction expressed through
behavior directed toward leaving the
The voice response includes actively
and constructively attempting to improve
conditions, including suggesting
improvements, discussing problems with
superiors, and undertaking some forms
of union activity.
Dissatisfaction expressed through active
and constructive attempts to improve
19. The loyalty response means
Passively but optimistically waiting for conditions to
Speaking up for the organization in the face of
Trusting the organization and its management to
“do the right thing”.
Dissatisfaction expressed by passively waiting for
conditions to improve.
The neglect response passively allows
conditions to worsen and includes
chronic absenteeism or lateness,
reduced effort, and increased error rate.
Dissatisfaction expressed through
allowing conditions to worsen.
21. Exit and Neglect behaviors encompass our
performance variables such as productivity,
absenteeism, and turnover.
Voice and loyalty encompasses
constructive behavior that allow individuals
to tolerate unpleasant situations or revive
satisfactory working conditions.
22. JOB SATISFACTION AND
• “Happy Workers are Productive Workers”
– Developed in 1930’s & 1940’s
– Result from Hawthorne studies at Western
– In 1980’s- relationship between satisfaction and
performance was not particularly high.
– Recently as per review found the correlation
between job satisfaction and performance
– Satisfaction was a likely cause of better
performance, but higher performance was not a
cause of higher job satisfaction.
24. JOB SATIFACTION AND
Job satisfaction is the major determinant
of an employee’s OCB.
Satisfied employees – Talk positively, help
others and go beyond the call of duty.
25. JOB SATISFACTION AND
Satisfied employees increase
customer satisfaction and loyalty.
Zappos – “Deliver WOW through
2 reports TSA and airline passenger
complaints – argue that low employee
morale was a major factor undermining
26. JOB SATISFACTION AND
There is a consistent
are more likely to miss work.
27. JOB SATISFACTION AND
The relationship between job satisfaction
and turnover is stronger than between
satisfaction and absenteeism.
Also affected by alternative job prospects.
Push and Pull
When employees have high “Human
Capital”(high education and high ability),
job dissatisfaction is more likely to translate
into turnover because they have, or
perceive, many available alternatives.
28. JOB SATISFACTION AND
Deviant behavior in the workplace (counter
productive behavior or employee withdrawal).
If employees don’t like their work environment,
they’ll respond somehow.
Behavior is caused. There is always a cause
and effect relationship to a particular behavior.
Employers should attack the source problem –
the dissatisfaction- rather than try to control
the different responses.
29. MANAGERS OFTEN
“DON’T GET IT”
Job satisfaction can affect
the bottom line.
Many managers are unconcerned about
employee job satisfaction.
Others overestimate how satisfied employees
are with their jobs.
Regular surveys reduce gaps between what
managers think employees feel and what they
Birla company (survey every 3 months)
Employees feel good about giving their