Defining Job Satisfaction

Various researches indicate that organizations globally spend approximately 46 Billion Dollars to ensure happy employees and retain existing workforce [Crawford-Marks Oct 2013]. Happy employees have become key to a successful business and employee satisfaction holds a very important position in the field of human recourse and compensation management in the present era. For the same reason wide varieties of research studies have been conducted in this area to determine what actually keeps an employee satisfied.

Defining Job Satisfaction:

In order to keep the workforce satisfied it is very important to understand what job satisfaction actually is. Even though it is believed to hold the key to a successful organization, there are no general

Among other reasons, the use of non-monetary incentive in organizations is to motivate employee towards job performance. Non-monetary reward is viewed as “a non-cash award given in recognition of a high level of accomplishments or performance such as customer care or support to colleagues, which is not dependent on achievement of a pre-determined target” (Rose, 1998). Non-monetary incentives are considered to be cost effective ways to compensate employees, thereby, attracting, motivating and retaining employees. They are integral for the good environment regardless of the economic situation.

There has been ample evidence in literature of human resource management and organizational behavior that nonmonetary incentives act effectively in motivating employees. Non-monetary rewards play major role in building employee perception regarding the reward climate in the workplace (Khan et al., 2013). When organizations pay attention to non-monetary tools such as opportunity of increasing holiday and family benefits, the employee may perceive the organization as a supporting and caring

Lucia on effect of the GENDER DIFFERENCES and job satisfaction further indicated that generally women are more satisfied in their jobs than men. Practically all studies (Clark, 1997; Sloane and Williams, 2000; Sousa-Poza and SousaPoza, 2003; Long, 2005) have shown that females have higher levels of job satisfaction compared to males. The results are a surprise when the existence of gender wage differentials in favour of males is taken into account. Furthermore the pronounced occupational segregation also goes in favor of males subsequently leading the women to end up with positions of lower status than their male