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.
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.
Turnover rate of employees would be low in a strong organizational culture. There is a negative relationship between strong organization culture and turnover rate. Organizations provide good treatment for employees and they have high job satisfaction. They are willing to distribute their work and help the organizations. Maybe there is arguments saying that strong organizational culture causes no freedom to be innovative.
By correctly compensating employees and offering further pay incentives such as bonuses or paid time off, the company will suffer less from employee turnover, which will benefit their success in the long run. CNBC guest columnist Ron Volper summarizes how paying employees’ salary and incentives will positively impact an organization, “The companies with the highest employee morale and productivity pay a mix of salary and incentives. The salary compensates employees for performing all the tasks required of them and provides them with a consistent income.” This high moral and positive attitude for compensation will positively result in retaining good employees for the long run of their
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 fluctuate in the degree to which they evaluate the full of emotion sentiments about the job or the subjective appraisal of the employment. Full of emotion job satisfaction is a subjective build speaking to an enthusiastic emotion people have about their occupation. Consequently, full of emotion job fulfillment for people mirrors the level of delight or bliss their employment when all is said in done initiates. Intellectual job fulfillment is a more goal and sensible assessment of different features of a vocation. Subjective job fulfillment can be one-dimensional on the off chance that it involves assessment of only one feature of an occupation, for example, pay or maternity leave, or multidimensional if at least two aspects of a vocation are at the same time assessed.
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.
This is because a person who has high on extroversion personality trait has a high level of the tendency in job satisfaction compared with a worker who has low on the extroversion of personality (George and Jones, 2008). Besides, the most important factors of understanding job satisfaction are the worker’s values or beliefs intrinsic or extrinsic orientation. This is because the intrinsic or extrinsic orientation work values relate to job satisfaction of employees (Ellickson, 2002; George and Jones, 2005). The intrinsic orientation work that may come from performing task well or being able to apply the skills learnt, it infuses a sense of being developed and having an increased competence whereas extrinsic job satisfaction comes from extra earning that comes from improved job performance, the ability to perform the task, applying the skills and improved job performance as well as satisfaction with the jobs in the organization (Khawaja et al.,
Abdullah et al (2011) considered some factors such as promotion, employee loyalty and acknowledgment of work which have an effect on employee satisfaction, but he found wages as the main factors for job satisfaction. Additionally, calisir (2010) maintained that encouragement and salaries are the most important determinant of job satisfaction. Ahmed and Ali (2009) emphasized that due to fact that identification or reward has been changed a lot, therefore, work motivation and satisfaction will be change parallel, so that greater focus on incentives and acknowledgment, the greater positive impact on the job satisfaction level. In addition, Hunjra (2010) found positive and meaningful relationship between employee satisfaction and management behavior such as group work, leadership and independence
An example of a dissatisfier can be salary. A satisfier is something extra given to the employee to embark the intrinsic factors that make him want to work i.e. it is something that the employee does not expect but if given will make him happy. The two factor theory relates intrinsic factors to job