2. JOB SATISFACTION DEFINITION Job satisfaction can be defined as a response which cannot be seen but inferred to a situation. Job satisfaction shows our attitude towards the job and is associated with the outcomes and expectations. According to Locke, it is “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience”. Job satisfaction is an outcome of employee’s perception of how well their job provides those things that are viewed as important.
3. The level of persistence, refers to the readiness of the employees to pursue a behaviour despite the obstacles. 2.3 Job Satisfaction. Job satisfaction is a term defined by Locke (1976) as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences". Other definitions given by various authors and scholars argue that job satisfaction is also an attitude which
(2008), Job satisfaction doesn’t have to mean pursuing the ultra-glamorous or making money from your hobby. You can work at job satisfaction, and find it in the most unexpected places. The heart of job satisfaction is in your attitude and expectations; it’s more about how you approach your job than the actual duties you perform. Whether you work on the farm, a production line, in the corner office or on the basketball court, the secret is to understand the key ingredients of your unique recipe for job satisfaction. There are three basic approaches to work: is it a job, a career, or a passion?
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.
Thus, the job satisfaction or , dissatisfaction doesn’t depend only on the nature of the work, but also the type of the work which is performed by the employee himself/ herself and lead to increase the employee’s comfortability and satisfaction. According to Xia and Johns (2000), the job satisfaction is a complicated phenomenon with various aspects. In the same context, Linz (2002) mentioned that job satisfaction may be impacted by the attitudes towards the work and organizational disciplines, and the positive attitude suppose to increase the attitude of the employee and that lead to increasing the job satisfaction and motivates the individual performance. Mowday and Porter (1979) mentioned that the attitude is considered as a hypothetical structure represents the individual attitude as mental or neural readiness as a result of experiments, and dynamic influence that are correlated to the individual responses to all cases. That means, they described the attitude as a tendency in order to act in a specific method based on the experience and the mood of the employee.
A lot of the researches found that companies’ performance is highly related with the job satisfaction of the employees. According to Locke (1976), job satisfaction is “a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences.” Factors such as job security and income can influence the job satisfaction. However, recent finding found that job satisfaction of the employees was mainly influenced by their attitude and personality. The following will describe how the attitude and personality of the employees’ impact their job satisfaction. Furthermore, why should managers concern about the job satisfaction of their employees.
1.2 Job Satisfaction Job Satisfaction is the extent of pleasurable emotional feelings individuals have about their jobs overall, and is the extent of individuals’ satisfaction with particular facets of their jobs, such as pay, working hours, and numerous other aspects of their jobs. There are many theories that explain the job satisfaction and various factors influencing it. A few of the theories that support the current study are listed below. Dispositional Theory: It is probably the only theory in job satisfaction that focuses in detail on the nature and innate behaviour of an individual. This theory states that one’s personality is an important determinant of the satisfaction level the person gets from the job.
INTRODUCTION Nowadays job satisfaction plays a vital role in the organization or company. There is some relationship between job satisfaction and attitude as attitude can evaluate feeling of satisfaction and dissatisfaction. When a worker is not happy in doing their job they are actually expressing the feeling of job dissatisfaction and consequently result them to be a bad attitude worker while performing their job. This is because the worker is not receiving a job satisfaction as it is related to attitude. Managers consider job satisfaction to be important because it is always relate to major causes of work behavior.
The basic precept of this approach is that people have basic needs they seek to fulfil through work. Employees thus derive satisfaction from their jobs to the extent that their jobs meet these needs (Sirgy et al., 2001). Lowe et al. (2003) The study exploring the relationship between work-life experiences and personal life of employees, observed employees are likely to perceive their workplace in a positive way if certain conditions such as high intrinsic and extrinsic rewards, good social support, influence over workplace decisions and available resources exist. Greenhaus, Collins & Shaw, 2003; Schreuder & Coetzee, 2006; Sekwana, 2007; Van Schalkwyk & Buitendach, 2004).
Intrinsic aspect of job Satisfaction the intrinsic aspect of the job satisfaction includes aspects of the work, which would tend to be constant for the work regardless of where the work was performed. 2. Supervision This is include the supervision quality of the work in the organization. 3. Working conditions of the organization Physical aspects of working environment which are not necessary a part of the work.