It expresses the amount of agreement between one’s expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of one’s environment of job is an important part of life as Job Satisfaction influences one’s general life satisfaction. Job Satisfaction, thus, is the result of various attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job under condition with such specific factors such as wages.
Job satisfaction is an important indicator of how employees feel about their job and predictor of work behavior such as organizational citizenship absenteeism, turnover. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and had been found to be a good indicator of longevity. Job satisfaction is not synonymous with organizational morale, which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. Morale is the by - product of the group, while job satisfaction is
The results of the second sample were identical with the results of the first sample, except in the case of self-rated and manager-rated personal initiative, in which case the correlation was only moderate. Gary Jon Springer (2010) tried to ascertain the effects of job motivation and job satisfaction on job performance through seventy randomly selected bank employees. Collected data was analysed, applying both Pearson Correlation and multiple regression techniques. Hersey & Blanchard (1969) ranked the following factors as top motivating factors: (1) full appreciation of work done, (2) feeling of being (3) sympathetic help with personal problems, (4) job security (5) Good wages/salaries as the five top motivational factors out of ten factors. Carolyn Wiley (1997) in his research says that the priorities of what motivates the employees over the years has been changing.
Job satisfaction shows how much an employee likes his work as well as the level of his preoccupation with work. Generally, it can be stated that job satisfaction is a sense of comfort and positive experience that an employee have related to his job. Job satisfaction can affect work behavior, and through that, the organizational performance. For a long time job satisfaction has been viewed as a unique concept, but today it is seen as a very complex cluster of attitudes towards different aspects of the work (Rollinson et al., 1998). Therefore, the definitions of job satisfaction should include a variety of factors such as nature of work, salary, stress, working conditions, colleagues, superiors, working hours etc.
CHAPTER 1 INTRODUCTION Background of the study Job satisfaction has been said to lead to qualitative and quantitative improvement in job performance (Ganguly, 2010). Therefore, it is important for organization to find factor that can lead to job satisfaction. In addition, according to Hasan Ali Al-Zu’bi, (2010), one of the key variables that impact the performance of organization is the employee’s job performance and satisfaction. Job satisfaction can be defined as the feelings of employees whether they like or dislike the different aspect of their job experiences in connection to previous experiences (Mohammad, Mumtazah, Jariah & Aminah, 2013). 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.
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
Job satisfaction relates to performance. It is the feelings of workers towards their job. The term ‘job satisfaction’ is described by Robert in 1935. According to him, it is the mixture of emotional, physiological and ecological conditions which cause job satisfaction and a person honestly say that I am pleased with my job. There are different aspects which shape job satisfaction such as the environment of labor, reasonable endorsement arrangement, job independence, management performance and public dealings (Ahmed et., al.
The elements of job satisfaction are related to pay, benefits, promotion, work nature, supervision, and relationship with colleagues (Mosadeghard, 2003). Employees’ satisfaction is considered a self-contained interchangeable unit of an organization’s human resource strategies. According to Simatwa (2011) Job satisfaction means a function that is positively related to the degree to which one’s personal needs are fulfilled in the job situation. Kuria (2011) argues that employees are the mostly satisfied and produce best output when their job offers them security from economic strain, recognition of their effort, favorable policy, opportunity to contribute suggestions and ideas, participation in decision making and managing the affairs, clean definitions of duties and responsibilities and opportunities for promotion, sound payment structure, incentive plans, fringe benefits and profit sharing activities, health and safety measures, social security, compensation, communication, communication system and finally, atmosphere of mutual trust respect. Job satisfaction means pleasurable emotional state of feeling resulting from performance of work (Simatwa,
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
These are the Six factors that influence the job satisfaction of an employee include (a) recognition, (b) achievement, (c) work itself, (d) responsibility, (e) growth, and (f) advancement, Herzberg, (1974). The Seven factors to job dissatisfaction of an employee comprise as (a) employee – boss relationship , (b) supervision, (c) company policy, (d) work conditions, (e) salary, (f) relationship with peers, and (g) security , Herzberg, (1974). Each of the factors for both satisfaction and dissatisfaction is of