Job Satisfaction And Job Dissatisfaction
According to Mosadeghard (as cited in Odembo 2013), job satisfaction is defined a cognitive state as to how an individual feels about their job. This means the job has an intrinsic and extrinsic motivation of employees to perform their job effectively. According to Spector (as cited in Aziri, 2011), there are three features of job satisfaction. Firstly is that organisations must value human values, meaning that each employee must be treated with respect and fairness, in this case this will lead to employees becoming effective. Secondly the behaviour of employees, if the employees have an impact on the functioning and activities within the organisation therefore positive behaviour will lead to job satisfaction, and negative behaviour will lead to job dissatisfaction. Lastly, organisational activities serve as indicators of job satisfaction. In each department within the organisation there are different levels of satisfaction which will determine which department need to increase their performance.
The factors that contribute to job satisfaction and job dissatisfaction are stress; well-being; motivation, and the elements of job satisfaction are recognition for a job well done; a healthy work environment; meaningful work; equitable compensation; the chance to work with interesting, motivated and responsible people; as well as job flexibility (Health Works, 2014).
A couple of studies have proven that satisfaction has a strong relation to subjective well-being. These studies
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1057 Words | 5 Pages(D.C. Feldman and H.J. Arnold 1983). “Job satisfaction is the amount of pleasure or contentment associated with a job. If you like your job intensely, you will experience high job satisfaction. If you dislike your job intensely, you will experience job dissatisfaction”. (Andrew J. DuBrins 1988).
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946 Words | 4 PagesAmong scholars, the different facets of job satisfaction included feelings toward a job, pay, benefits, supervision, coworkers, the work itself, organizational environment, and work conditions as stated by Biggs & Swaile; Fichter & Cipolla (as cited by Appiah, 2016). Aziri (as cited by Appiah, 2016) stated that employees were usually more productive, more stable, and had a better
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1922 Words | 8 PagesIt has been found that job satisfaction is negatively correlated with, as well as with FWC. It has also been found that family satisfaction was significantly impacted by WFC. Furthermore, WFC was found to have a considerable, negative relationship to life satisfaction. Relationships between the satisfaction variables have also been observed. Job satisfaction has also been found to be positively related to life, while family satisfaction and life satisfaction have also been found to be considerably related.
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1458 Words | 6 PagesMoreover, 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.
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