Job satisfaction is defined as an attitude that individuals have about their jobs which results from their perception of the jobs and the degree to which there is a good fit between the individual and the organization. Employees in flat organization where they have more control of their work and decision making power reports more job satisfaction (Ivancevich et al., 1997, 1980). Spector (1997) described job satisfaction as how people feel about their jobs and different aspects of their jobs. Motivation to perform the job will increase, when people consider their jobs as meaningful and enjoyable. The nature of job satisfaction implies
With respect to Job it means attitude towards working hours, benefits attached or level of autonomy at place of work etc. The study of job satisfaction helps management with the variety of information related to job, employees, environment etc. and which in turn can facilitate them in making better and smart decisions and correcting the path if required. It helps in improving the attitudes of employees towards the job and facilitates integration of employee with the organization. It inspires sense of belongingness and sense of participation leading to the overall increase in the productivity of the organization as people show increased Organization Citizenship Behavior
According to Spector (1997, 2), job satisfaction is defined as “simply how people feel about their special aspects of their jobs. It is the point to which people like (satisfaction) or dislike (dissatisfaction) their jobs.” Additionally, Mbua (2003, 305) then, defines job satisfaction as “the completion acquire by experience various job activities and rewards.” Whereas, for Robbins (2005), the concept job satisfaction refers to the employee’s thoughts about her or his job. Similarly, job satisfaction is “a positive feeling about one‟s job consequential from an evaluation of its characteristics” (Robbins & Judge, 2008, 20). furthermore, job satisfaction is defined as “the amount of value a school places on its human resources” (Lunenburg and Ornstein, 2004, 66). They also refer to it as job confidence which according to Luthans and Kreitner (1975), “has been replaced by job satisfaction”.
Job satisfaction is associated with emotional state of human mind. DETERMINANTS OF JOB SATISFACTION Job satisfaction is intangible and multi-variable. A number of factors influence the job satisfaction of employees. They can be classified into three categories. They are organizational factors, group factors and individual factors.
Introduction: “Job or employee satisfaction has been defied in many ways. The feeling is based on perception of satisfaction of employee. Some think that it is just that an employee is satisfied with his job or not. If job is according to employee requirement, interest and qualification than he is satisfied with his 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.
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
Abstract Job satisfaction is one of the important elements in organizational psychology. Several contributors could be identified in order to enhance the level of jobs satisfaction because higher job satisfaction will lead to better job performance. This study aimed to explore the contributors of job satisfaction among the employees in an oil and gas company in Malaysia. A qualitative approaches was used in this study whereby a focus group interview was conducted on three respondents. A thematic data analysis was used in order to identify the major theme (contributors) of job satisfaction.
Job satisfaction or employee satisfaction has been characterized in a wide range of ways. Some trust it is just how content an individual is with his or her employment, as it were, regardless of whether they like the job or individual viewpoints or aspects of occupations, for example, nature of work or supervision. Others trust it is not all that oversimplified as this definition recommends and rather that multidimensional mental reactions to one's employment are included. Specialists have likewise noticed that job satisfaction measures differ in the degree to which they measure sentiments about the job full of emotion job fulfillment or insights about the job cognitive job satisfaction. Definitional issues The idea of job satisfaction has
Job satisfaction is the feeling of an employee gets when the job he does fulfils all his expectations. While morale refers to the attitude of the employees of an organisation and is a group concept, job satisfaction is the feeling of an individual employee. Job satisfaction has been defined as a ‘pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. 1.9.1 Determinants of job satisfaction There are various personal and organisational factors that influence job satisfaction. The following chart indicates the determinants of job satisfaction.
Job satisfaction can be said to be a positive feeling, the level of contentment and fulfillment a person can feel regarding his or her job. Such a feeling is primarily centered on the individual’s perception of satisfaction. It is resulted broadly on an evaluation of the job’s characteristics. There are numerous factors and criteria affecting the level of job satisfaction of a person, namely, the ability to complete the required tasks, the level of communication existing in the organization and treatment of employees by the management. Have you ever wondered that during the prehistoric era, when the caveman designed the first wheel, his boss or the tribe leader gave him a reward or a praise?