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
It is a subset of attitude. Job satisfaction influences the skill and energy of an individual. It can be positive or negative. It is expressed in a high or low degree. Job satisfaction is associated with emotional state of human mind.
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
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.
A current issue in the workplace is that workers, especially in the UK, are unmotivated and unhappy in their jobs. According to research by Investors in People in 2017 1 in 3 UK workers are not happy in their current jobs and 1 in 4 are actively searching for a new job. Job satisfaction has become increasingly important in the workplace, a high job satisfaction can lead to higher motivation and higher productivity in employees. Cropanzano and Wright (2001) found that less happy employees are more sensitive to threats and are more defensive around co-workers, this could lead to fallings out with co-workers and could affect the performance of team working tasks with in the workplace. Employers are starting to realise the importance of job satisfaction
In this research study, the researcher has made an attempt to identify the various styles followed by leaders due to different behavior among employees. The study mainly focus on the various attitudes of employee’s in different groups and its impact of the performance if individual, group or team & organization. Further, the study also focuses on finding out the significant relationship between the attitude of employees and its impact of completion of module, work, deadlines, and target. This study is limited to the managers working at Sify Software Limited & Everonn Education Limited. The Researcher has proposed to use descriptive type of research & Analytical type of result.
Job satisfaction is the state of mind of an employee due to the job scope or environment of the organisation. “Find a job that you would love to do and you don’t have to work for the rest of your life”. This sentence clearly implies that every human being should look for a career according to their field of interest or they should love the career position they are assigned to. A person’s satisfaction towards their employment can be observed through their attitude during their period of service in an organisation. A positive character towards our job explains whether we have a high satisfaction level or vice versa.
It is an employee's attitudinal response to his or her organization. As an attitude, job satisfaction is summarized in the evaluative component and composed of cognitive, affective, behavioral components. As with all attitudes, the relationship between satisfaction and behavior, most specifically job performance and membership, is complex. The following sections summarize the cognitive and affective components of job satisfaction; their relationship to organizational inducements systems and their impact on performance and membership. Job dissatisfaction is widespread among workers of all ages across all income brackets.
INTRODUCTION A great debate amongst scholars has been on the ability to distinctively compare job satisfaction and dissatisfaction as there are several notions and misconceptions on the subject matter of both terms represented as one being the opposite to the other. Job satisfaction describes the relativity of an individual’s commitment by motivation to his or her job while job dissatisfaction is the degree of conditioning parameters an individual associates to the job. In a bid to understanding thoroughly both terms and how they relate and how it is studied in organizational behavior, several closely related researches conducted on these topics would be explored in a bid to further understand their scope. Job satisfaction borders on the feelings
Job satisfaction is the result of the factors like payoffs (Pay/salary), promotion policies, the work itself (nature of work), supervisors’ behavior, relationships with the co-workers and the career opportunities. The most important factor in all of above is the payoff. Compensation has a direct impact of the job performance and studies concluded as income is the major determinant of job satisfaction. (M.B,