The term job satisfaction figures prominently in any discussions on management of human resources. Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivator to work. It is not the self satisfaction, happiness or self- contentment but the satisfaction
In other words, it is an affective reaction to a job that results from the comparison of perceived outcomes with those that are desired (Kam, 1998). Shortly, job satisfaction describes the feelings, attitudes or preferences of individuals regarding work (Chen, 2008). Furthermore, it is the degree to which employees enjoy their jobs (McCloskey and McCain, 1987). And also, it is possible to see a number of theories developed to understand its nature in literature. Vroom (1964), need/ value fulfillment theory, states that job satisfaction is negatively related to the discrepancy between individual needs and the extent to which the job supplies these needs.
Employees are more concerned with work in an environment they enjoy. Job can be influenced by variety of factors like quality of one’s relationship with the supervisor, quality of physical environment in which one works and the degree of fulfillment in one’s work. Positive attitudes towards job are equivalent to job satisfaction where-as negative attitudes towards job have been defined variously from time to time. In short, job satisfaction is determined by a person’s attitude towards job. Job satisfaction is an attitude which results from balancing and summation of many specific likes and dislikes experienced in connection with the job-their evaluation may rest largely upon one’s success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these
The article’s emphasis is on recognising how usable Herzberg’s two factor theory really is nowadays by surveying and analysing causes of satisfaction with regard to a single event, which is contribution of ideas by the employees in work suggestion scheme. This article doesn’t discuss other factors that possibly influence the survey carried out like social desirability and the tendency of respondents to answer in a way viewed approvingly by others. Herzberg’s theory is highly influential in organisational behaviour as it identifies and explores factors impacting motivation of staff in organisations. Hygiene factors satisfactoriness is crucial. Opportunities, developing abilities, job enrichment and gratitude are imperative for motivating staff and management should be well aware of
CHAPTER 3 THEORETICAL BACKGROUND OF THE STUDY: Employee rewards and recognition (also referred as staff appreciation) isthe acknowledgement and appreciation of an employee’s contributions towards an organization.There are multiple elements present in the employee recognition, and variousmethodsmake the deliveryof those elements to individuals and teamsin an effective way. Although rewards are commonly given by managers or supervisors, the act of giving recognition is not the exclusive effort of management. Even the peers, clients and customers of the organization can give the Recognition. Employee engagement Organizations across the worldknow that there is a need and requirement to improve the employee
To be effective a culture must not only be efficient, but appropriate to the needs of the business, company and employees. On the other hand, Job satisfaction can be understood as a response which cannot be seen but inferred to a situation. Job satisfaction shows our attitude towards the job and is associated with the outcomes and expectations. According to Locke (1991),
The behavioral component of job satisfaction consists of individuals ' inherent predispositions toward their job. Behavioral components could include a person’s affect and a general attitude towards others and work in general. It considers how a person acts refer totheir job. Finally, the emotional component of job satisfaction consists of, how a person feels about his/her job i.e. the liking or disliking of a job.
Job satisfaction or employee satisfaction has been defined in many different ways. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Others believe it is not so simplistic as this definition suggests and instead that multidimensional psychological responses to one's job are involved. Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job affective job satisfaction or cognitions about the job cognitive job satisfaction. Definitional issues The concept of job satisfaction has been developed in many ways by many different researchers
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.
• To add to a base for merit or performance-related pay. Characteristics of job evaluation The essential goal of job evaluation is to figure out the value of work; however this is a quality which differs occasionally and from spot to place affected by certain economic pressure. The principle features of job evaluation are: • To supply bases for compensation arrangement established on realities as opposed to on dubious moderate thoughts. • It endeavors to assess jobs, not individuals. • Job evaluation is the yield given by job analysis.