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.
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.
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
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.
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
Moreover, 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. In the end, job satisfaction also plays an important role through satisfying the customers, satisfied employees have a
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.
Exploring the link between job motivation, work stress and job satisfaction. Evidence from the banking industry. nternational Conference on Enterprise Systems, Accounting and Logistics. Kalleberg, A. l. (1977). Work values and job rewards: Atheory of job satisfaction.
So here again I want to stress that job satisfaction is way better than high paying job because you will giving your best in energy and attention to something that you love to do. Besides, job satisfaction is related to your internal pleasure and desire and also job satisfaction is when you can pursue a meaningful work as a reward for yourself. Always bear in mind that only satisfied life is a well lived life. I think that all from me. Thank you for your
Job satisfaction or employee satisfaction has been characterized in a wide range of ways. Some trust it is just how content an individual is with his or her employment, as it were, regardless of whether they like the job or individual viewpoints or aspects of occupations, for example, nature of work or supervision. Others trust it is not all that oversimplified as this definition recommends and rather that multidimensional mental reactions to one's employment are included. Specialists have likewise noticed that job satisfaction measures differ in the degree to which they measure sentiments about the job full of emotion job fulfillment or insights about the job cognitive job satisfaction. Definitional issues The idea of job satisfaction has