Job satisfaction: People join organizations with certain motives like security of income and job, better prospects in future, and satisfaction of social and psychological needs. Every person has different sets of needs at different times. It is the responsibility of management to recognize this basic fact and provide appropriate opportunities and environments to people at work to satisfy their needs. In this chapter I just want to explain about job satisfaction. The term job satisfaction figures prominently in any discussions on management of human resources.
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.
There is study suggesting a relation between employee satisfaction and health and well-being. This is important since employee satisfaction is important at both an individual, as well as an organizational level. More specifically, it investigates the perception and satisfaction with office environments among employees as well as health issues and employee satisfaction in connection to the office environment. The concept and meaning of job satisfaction In theory there are many definitions and explanations of job satisfaction. While some definitions focus on job satisfaction as a central
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
of people towards their job. In addition, the concept of benefits, promotional opportunity, supervision, work conditions are included in the definitions. Bernstein and Nash (2008) proposed that a cognitive, a behavioral, and an emotional component together produce job satisfaction. The cognitive component of job satisfaction consists of, how individuals perceive their jobs; it is a belief he/she has about the job. The behavioral component of job satisfaction consists of individuals ' inherent predispositions toward their job.
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.
The BPO sector plays an essential role as keystone of the economic development of a country. This study attempts to evaluate job satisfaction of employees in different BPO companies. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of employees. It also investigates the impacts of age, sex differences, work experience and Designation on the employee’s attitudes toward job Satisfaction. The result shows that Career path, rewards and recognition, employee’s appraisal and company’s policies are the most important factors contributing to job satisfaction.
Job satisfaction further implies enthusiasm and happiness with one 's work Job satisfaction; describes how satisfied an individual is with his or her job. According to Sinha (1971) "Job satisfaction is the effect and attitudes produced by individual 's perception of fulfilment of his needs in relation to his work and the situation surrounding it. Subjective Well being: Psychological well-being of the individuals is possible to be affected from inner processes such as personality, and temperament, etc., and can also be affected from occupational factors such as occupation, working environment, and job satisfaction. The occupation individuals carry on can affect both their job satisfaction and psychological well-being. An occupational life in coherence with interests, abilities and values can positively affect the level of satisfaction from the occupation, and this positively reflects upon psychological well-being of the individuals.
Satisfied employees are those that that have healthy relationships with supervisors and colleagues. In contrast, strained relationships at work are highly likely to cause dissatisfaction and demotivation. • Financial reward – Work promises employees the finances to support their basic needs like food, shelter and clothing. An employee who is content with the salary and benefits that he or she gets tends to be more satisfied than an employee who feels like he or she is not getting the proper
The purpose of this study was to examine the relationship that exists between employee motivation and job performance and to provide organizations hence providing mangers with useful information on each area. The general assumption is that a sufficiently motivated worker will in turn give his or best towards the attainment of a general consensus. This chapter expansively reviews the collective literature relevant to employee motivation and job performance. Accordingly, the literature review in this chapter includes; (a) two different perspectives of employee motivation, (b) outlook of job satisfaction, (c) and the impact of motivation on job performance. The general method employed in this literature review consists of providing insight from