Meanwhile, Ganguly (2010) stated that job satisfaction involves a collection of numerous attitudes and feelings that refer to psychological disposition of people towards their jobs and how they feel about their work and also influence motivation and interest in work. According to Mcshane and Glinow (2015), a useful template for organizing and understanding the
Job satisfaction has various theories which measure job satisfaction from various aspects. Job satisfaction is generally measured as workers’ feelings towards the job situation. It is the level of the individual likeness of the job. When satisfied with a job, workers consider that job is the part of their life; hence they enjoy doing their work. Job enjoyment is related to the nature and operation of work.
Tziner (2006) mention that, job satisfaction is defined as the pleasurable or positive emotional state resulting from the overall evaluation of one’s job or job experiences, and is a factor of the extent to which individual needs are met in the work setting. Consequently, it can be both intrinsic, deriving from internally mediated rewards such as the job itself, and extrinsic, resulting from externally mediated rewards such as satisfaction with pay (Porter and Kramer, 2004). Moreover, increased job satisfaction has been shown to be related to individual characteristics such as personality dispositions (Tziner et al., 2008). Individual attachment might also be considered an individual characteristic likely to associate with job satisfaction.
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.
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.
Job satisfaction or employee satisfaction has been defined in many different ways. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Others believe it is not so simplistic as this definition suggests and instead that multidimensional psychological responses to one 's job are involved. Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job affective job satisfaction or cognitions about the job cognitive job satisfaction. Definitional issues The concept of job satisfaction has been developed in many ways by many different researchers
Job Satisfaction: Job Satisfaction can be defined as the level of fulfilment , a person feels regarding his/her job and the feeling is based on individual perception of satisfaction .Job satisfaction is the extent to which people are satisfied with their work (Warr,2002).It means that it is not the self-satisfaction content, or self-contentment but the satisfaction on the job . (Feinstein,2000,as cited by Ahmed et al 2010). Job satisfaction has a significant relationship with role performance and creative job performance. (Dizgahl,Chegani2,&Bisokhan,2012) Work Overload: Work Overload is the degree to which the demand of the job is excessive (Agho, Mueller, Price ,1993).The situation in which employees feel that there are too many responsibilities
Job satisfaction is the state of mind of an employee due to the job scope or environment of the organisation. “Find a job that you would love to do and you don’t have to work for the rest of your life”. This sentence clearly implies that every human being should look for a career according to their field of interest or they should love the career position they are assigned to. A person’s satisfaction towards their employment can be observed through their attitude during their period of service in an organisation. A positive character towards our job explains whether we have a high satisfaction level or vice versa.
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. There
In fact, according to Herzberg, (1974), employees are best motivated to work when their respective motivations are understood and management can best provide the means for motivation when it understands what motivates the individual employee. In addition, extrinsic factors of job satisfaction continue to have an important effect on employees’ turnover, and intrinsic factors of job satisfaction were found to have more effects and play even greater role in employee’s turnover behavior Ghazzawi, (2008). Teaching outcomes such as