An employee trapped in a dissatisfying job may withdraw by such means as high absenteeism and tardiness or the employee may quit. Importance of Job Satisfaction Many managers believes that satisfied worker are good workers. The workers are happy the work of the organization will automatically move. There are two propositions concerning the satisfaction performance relationship. One is based on traditional view, that is satisfaction that will occurs only to the performance of the job.
If environment of sector or organization in which employee is working is not good and there is too much work stress than employee is dissatisfied with his job. Definitions: “Contentment arising out of interplay of employee's positive and negative feelings toward his or her work.” Job satisfaction is defined as "The extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs" Factors Influencing Job Satisfaction: The following are important factors of employee’s job satisfaction: 1. Pay or reward. 2. Opportunities of promotion.
It is not the customers alone who should be satisfied but the employees of the organization should also be satisfied in order to get customer satisfaction. Definitions of Job Satisfaction The pleasurable emotional state arising from the appraisal of one 's job or job experiences is called job satisfaction (Locke, 1976). That is, when a person values a particular facet of a job, his satisfaction is greatly impacted positively, when expectations are met and negatively, when expectations are not met, compared to one who doesn’t value that facet. Job satisfaction or dissatisfaction is a function of perceived relationship between what one expects and obtains from one 's job and how much importance or value he attributes to it (Kemelgor, 1982). According to Lawler (1990), job
Performance appraisal activities such as cooper¬ation, goal setting, communication and feedback affect satis¬faction with performance appraisal that consequent¬ly affects employee satisfaction and productivity. The previous research done in the field shows that, Performance appraisal system by using inter¬action helps the relationship between the supervisor and the subordinate. It makes employee involved, satisfied and motivated and especially the fairness element in the performance management is important for employee
Samuels used the Expectancy Theory to motivate the staff who felt over-worked and unappreciated. In essence, when a worker works well he or she expects a good appraisal which will lead to rewards. Whatever rewards are instituted it will better his or her situation in life. Expectancy theory assumes that motivation is not at all equivalent to job performance. To be more specific, expectancy theory assumes that personally, skills and abilities also add to a person’s job performance, some people are better suited to perform their jobs compared to others by virtue of the unique characteristics, special skills and abilities that they bring to their respective works.
Job satisfaction in general is the degree to which a job makes an employee feels happy and satisfied. Job satisfaction encompass specific aspects of satisfaction related to pay, benefits, progress, work situation , supervision , organizational practices and relationships with co-workers (Misener et al . , 1996 ). Employees tend to leave work because they are not satisfied. Employees leaving their jobs turnover affects supervisors were high skillful employees have a big part in coming up with creative ideas and participate in decision making process.
2.2.5. EQUITY THEORY Equity theory suggests that employee’ perceptions of a working situation in terms of how fairly they are treated compared with others influence their levels of motivation; motivation is a consequence of perceived inequity (Adams, 1965). According to equity theory, employees make comparisons. Employees determine their own work outcomes versus the effort or inputs required to achieve the outcomes, and compare these with outcomes and efforts of other employees. If they recognize that their compensation is equal to what others receive for similar inputs, they will believe that their treatment is fair and equitable.
Moreover, both job satisfaction and employee engagement are playing a significant role through accomplishing the organizational goals and objectives effectively and efficiency. Job satisfaction is important in the organizational settings, because according to Robbins and judge in 2013, first of all, job satisfaction affects productivity because several studies have stated that, the more employees are satisfied and happy, they more likely to have more products. Secondly, job satisfaction influences absenteeism, there is a negative relationship among job satisfaction absenteeism because satisfied employees are less likely to miss work. In the third place, job satisfaction again plays an essential role through the decisions of staying or leaving of the workers within the organization which is called turnover .in the fourth stage, job satisfaction is the main consideration of an employee 's organizational citizenship behavior (OCB), also the employees who are more satisfied are more likely to involve in OCBs, and talk more positively about the firm. In the end, job satisfaction also plays an important role through satisfying the customers, satisfied employees have a
Job satisfaction scales vary in the extent to which they assess the affective feelings about the job or the cognitive assessment of the job. Affective job satisfaction is a subjective construct representing an emotional feeling individuals have about their job. Hence, affective job satisfaction for individuals reflects the degree of pleasure or happiness their job in general induces. Cognitive job satisfaction is a more objective and logical evaluation of various facets of a job. Cognitive job satisfaction can be one-dimensional if it comprises evaluation of just one facet of a job, such as pay or maternity leave, or multidimensional if two or more facets of a job are simultaneously evaluated.
Herzberg Considers two factors to measure the level of satisfaction and dissatisfaction of employees with their jobs – Hygiene factors and motivators. According to Herzberg the factors causing satisfaction - Motivators are different from those causing dissatisfaction – Hygiene factors. Hygiene factors include interpersonal relationships, salary, work conditions, job security, status, personal life, supervision and company policy while motivators include achievement, recognition, advancement, work and personal growth. The key factor I would choose from the list is to enjoy the work itself. It is very hard to say that every individual loves their job.