Factors Affecting Job Satisfaction

Job commitment is the emotional attachment an individual has to an organization or job. Lee (2008) explicitly states this emotional commitment is the greatest predictor of turnover within a company. Hutchinson (1997) finds higher role ambiguity and role conflict lead to lower job commitment. These studies connect role ambiguity and job commitment to turnover, which negatively impacts the work environment. Since role ambiguity is a major component of job discrepancy, lower job commitment may be a consequence of job discrepancy. Intention to turnover is the desire a person has to leave a company. This desire increases when the emotional commitment level of an employee decreases. Lee (2008) finds intent to turnover to be

These variables are important because they all influence the way a person feels about his/her job. These components include the following: pay, promotion, benefits, supervisor, co-workers, work conditions, communication, safety, productivity, and the work itself. Each of these factors figure into an individual’s job satisfaction differently. One might think that pay is considered to be the most important component of job satisfaction, although this has not been found to be true. 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

These are: (1) Job - nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for promotion and advancement (prospects), overtime regulations, interest in work, physical environment and machines and tools. (1) Management supervisory treatment, participation, rewards and punishments, praises and blames, leaves policy and favoritism. (2) Social relations – friends and associates, neighbor, attitudes towards people in community, participation in social activity, sociability and caste barrier. (3) Personal adjustment - health and emotionality. Job satisfaction is an important indicator of how employees feel about their job and predictor of work behavior such as organizational citizenship absenteeism, turnover. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and had been found to be a good indicator of longevity. Job satisfaction is not synonymous with organizational morale, which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. Morale is the by - product of the group, while job satisfaction is