Literature Review On Job Satisfaction And Job Dissatisfaction

REVIEW OF LITERATURE

Job satisfaction is a versatile topic construct with a variety of definitions and related concepts, which has been studied in a variety of disciplines for many years to now. Many theories and articles of interest to managers, social psychologist and scholars focus on job satisfaction because most people spend their life-time for work, and understanding of factors that increase satisfaction is important to improve the well-being of individuals in this facet of living. There are many people’s make a depth study about this topic.

Hoppock defined job satisfaction as any combination of psychological, physiological and environmental circumstances that cause a person truthfully to say I am satisfied with my job (Hoppock, 1935).

It has to do with the extent to which people like or dislike their job. That’s why job satisfaction and job dissatisfaction can appear in any given work situation.

Job satisfaction represents a combination of positive or negative feelings that workers have towards their work. whereas when a worker employed in a business organization, brings with it the needs, desires and experiences which determines expectations that he has dismissed. Job satisfaction represents the extent to which expectations are and match the real awards. Job satisfaction is closely linked to that individual’s behavior in work place (Davis et al.,1985).

Job satisfaction is a worker’s sense of achievements and success on the job. It is generally perceived to be directly linked to productivity as well as to personal well-being. Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for one’s efforts. Job satisfaction further implies enthusiasm and happiness with one’s work. job satisfaction is the key ingredient that leads to recognition, income, promotion and the achievement of other goals that lead to a feeling of fulfillment (Kaliski,

For this purpose, the factors are divided into two types for determining the job satisfaction of an individual. These are organizational variables and personal variables.

• Organizational variable

 Occupational level : The higher level of job gave higher satisfaction for individuals. Because higher level job carry a greater prestige and self control. This carry forward some interrelated concepts in job satisfaction. So, this add more value than the non valued jobs. This needs describe in the fulfillment theory

 Job content: Greater variations in the job content and less repititiveness with which the tasks must be performed, the greater the satisfaction of the individuals involved. Since job content in terms of variety and nature of tasks called for is a function of occupational level. The theoretical arguments given above apply here also.

 Considerate Leadership: People to be treated with consideration. Hence considerate leadership results in higher job satisfaction than in considerate leadership.

 Pay and Promotional opportunities: All other things being equal these two variables are positively related to job