Job Satisfaction In Organizational Psychology

Job satisfaction is the most widely studied work-related attitudes in the fields of organizational psychology and behavior of the individuals (Jitendra and Mini, 2013). This is because most of the individuals spend a large part of their life at work and understanding the aspects that contribute to job satisfaction are important in order to improve the well-being of individuals. According to Adesola, Oyeniyi, and Adeyemi (2013), job satisfaction is defined as the extent to which people like or dislike the jobs being provided by the employer. Rowden and Conine (2005) support this view by defining job satisfaction as a subjective perception of work, satisfying elements for one employee might not act as a satisfying feature with another.

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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.,

The promoted factors such as temperature, lighting, ventilation, hygiene, noise, working hours, and resources as part of working conditions (Jitendra and Mini, 2013). The employees will feel highly motivated and satisfied with good working conditions as they provide a feeling of safety, comfort, and motivation. On the contrary, poor working condition brings out a fear of bad health employees (Jitendra and Mini, 2013). Robbins (2001) suggested the working conditions will influence job satisfaction, as employees are concerned with a comfortable physical work environment. In turn, this will render a more positive level of job satisfaction for the employees in the