Value Of Job Satisfaction

Job Satisfaction

Job satisfaction is considered as an important motivator. Studies have revealed that employees’ attitudes and feelings towards their jobs and/or job experiences have been found to have significant effect on their performance. Hawthorne studies conducted by Elton Mayo and his associates states that psychological and social influences were more effective than changes in wages and hours which had been considered as the prime matter of importance for a long period of time by the managers. Job satisfaction is especially important for service industry employees because it is assumed that if employees are satisfied with their job in service industry then only they can satisfy their customers. It is not the customers alone who should

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 satisfaction refers to people’s feelings about the rewards they have received on the job. Hsiao and Kohnke (1998) defined job satisfaction as one’s emotional response to a job that results from the person’s expectations of the job and the reality of the job situation. 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

Intrinsic sources of job satisfaction come from within the employee and lasts longer than the extrinsic sources (Atchison, 1999). Personality is an important determinant of how people think or feel about their job. An individual’s personality influences the extent to which thoughts about the job are positive or negative (George and Brief, 1992). Individuals with a positive inclination towards life would have a positive attitude towards their job as well. But Spector (1997) argues that most research on the personality-job satisfaction relationship has not given a theoretical explanation when they insist that the correlation exists.

Martinez-Ponz (1990) found that intrinsic rewards were more effective in increasing job satisfaction and commitment than providing the employee with financial incentives. Tatsapaugh (1994) identified that lack of opportunity for advancement on the job is a factor which tempts an employee to quit the job. Studies showed that opportunity for advancement does not increase job satisfaction but some findings suggest that poor opportunity for advancement is related to job dissatisfaction (Levinson, Fetchkan and Hohenshil, 1988). Interesting work, open communications, and opportunities for advancement where marked as the top priorities in a study conducted by Cappelli (2000)