When employees feel their leaders are emotionally invested in them it empowers them to do well for the leader. Finally, in adaptive leadership I scored highest in organizational justice, which includes: decision fairness, information sharing, and outcome concerns. Decision fairness increases satisfaction, productivity, and keeps employees on
The study revealed that, there is positive and significant effect of work morale and job satisfaction on quitting intention of Ph.D 's. The research is of high practical value, it could serve as a guide to enhance employee 's job satisfaction and work morale for to minimize the intention of quitting job. The study further elucidates that how highly qualified faculty members retain with the
So, if an organization wants to be successful, it has to make sure that its employees are satisfied (Berry, 1997) as satisfied workers are more productive and help the organization in making it more effective (Robbins & Judge, 2007). Some researchers have found a positive relationship between job autonomy and job satisfaction (DeCarlo & Agarwal, 1999; Finn, 2001; Nguyen, Taylor & Bradley, 2003; Thompson & Prottas, 2005). Employees with high autonomy feel free to process the tasks, make their own decisions and are accountable for their actions. As a result, they feel motivated and satisfied. In fact, some researchers state that intrinsically motivating jobs lead to increased satisfaction among employees.
There is study suggesting a relation between employee satisfaction and health and well-being. This is important since employee satisfaction is important at both an individual, as well as an organizational level. More specifically, it investigates the perception and satisfaction with office environments among employees as well as health issues and employee satisfaction in connection to the office environment. The concept and meaning of job satisfaction In theory there are many definitions and explanations of job satisfaction. While some definitions focus on job satisfaction as a central
The Effects of Job Satisfaction From the all studies employees fulfill the satisfaction level of the job. Analyst says that occupational fulfillment is more important. Fulfilled employees serve the customer promptly. It is the representatives who take the brand picture of the organization. High job satisfaction may lead to; High productivity of the organization Reduced turnover ratio Redusing of absenteeism Redusing
The theory suggested that human needs form a five-level hierarchy consisting of: physiological needs, safety, love/sense of belonging, esteem, and self-actualization. Maslow’s hierarchy of needs described the important needs that need to be met first orderly (such as, physiological needs and safety), before more complex needs can be met (such as, belonging, esteem and self-actualization). Maslow’s needs hierarchy was developed to explain human motivation in general. By and large, its main tenants are applicable to the work setting, and have been used to explain job satisfaction. Within an organization, financial compensation and healthcare are some of the benefits which help an employee meet their basic physiological needs.
He stated that there is a positive relationship between employee performance and motivation which includes four variables, namely, the employee effort, employee performance, organsational rewards or work outcomes and personal goals (Parijat and Bagga, 2014). The theory stated that the employees desire that their performance met the organisational rewards that will ultimately lead to higher salary, bonuses and promotions. Mary (2010) opined that this theory aids employers to know how employees viewed the organisation during the exit
widely conceived that factors that influence an employee 's organizational commitment most include ethically related elements such as fairness at work, utmost care and concern for employees, trust level on employees, and goodwill of the organization. To conduct the research, a regression analysis was done to study the effects of these determinants on the various dimensions of job satisfaction. The results indicated that overall, both the forms - implicit and explicit institutionalization of ethics tended to have a positive impact on the dimensions of job satisfaction. However, it was found that implicit ethics institutionalization influenced job satisfaction and its determinants in a more significant manner. There is a growing
According to Mosadeghard (as cited in Odembo 2013), job satisfaction is defined a cognitive state as to how an individual feels about their job. This means the job has an intrinsic and extrinsic motivation of employees to perform their job effectively. According to Spector (as cited in Aziri, 2011), there are three features of job satisfaction. Firstly is that organisations must value human values, meaning that each employee must be treated with respect and fairness, in this case this will lead to employees becoming effective. Secondly the behaviour of employees, if the employees have an impact on the functioning and activities within the organisation therefore positive behaviour will lead to job satisfaction, and negative behaviour will lead to job dissatisfaction.
Research has demonstrated that employee’s in high-quality LMX relationships feel the need to show that they value the relationship they have with their supervisor (Scandura & Schriesheim, 1994). Meta-analyses by Dulebohn, Bommer, Liden, Brouer and Ferris (2011) and Banks et al. (2014) reported correlations between LMX quality and individual performance (.34, .40), job satisfaction (.49, .51), and commitment (.47, .49) and turnover intentions (-.39, -.32) respectively. Banks et al. (2014) meta-analysis found that high quality TMX was positively related to job satisfaction (.43), organisational commitment (.45) and individual job performance (.25).