Job Satisfaction Literature

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2.0 INTRODUCTION This chapter reviews the existing literature that is related this study it includes: job satisfaction, factors affecting job satisfaction, important Elements of job satisfaction, theoretical framework and conclusion.
2.1 job satisfaction
Job satisfaction can be defined as that which gives employees the motivation continue with daily work or make him actually want to go to work or gives him urge to take up a new assignment or project. One of the factors that leads to job satisfaction is recognition and encouragement where an organization has a good evaluation system and the employee’s work recognized and then he is encouraged and motivated to continue contributing to the organization.
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The preponderance of research evidence indicates that there is no strong linking between satisfaction and productivity. Satisfied workers will not necessarily be the highest producers. Although there are many moderating variables, the most important seems to be the rewards. If people receive rewards that they feel are equitable, they are likely to be satisfied and this may result in greater performance effort. Recent research evidence indicates that satisfaction may not necessarily lead to an individual’s performance improvement but will actually lead to departmental and organizational level improvements. There is still considerable debate weather satisfaction leads to performance leads to satisfaction. (luthans, 1998). Employee loyalty is one of the most significant factors that Human Resource Managers must always consider as this can cause serious negative consequences when not in a high…show more content…
Probably the best way to reduce employee absenteeism is to increase level of job satisfaction. When job satisfaction is high absenteeism tends to be low. It is paramount to remember that while high job satisfaction will not necessarily result in low absenteeism, low job satisfaction is likely to bring about high absenteeism.
Over the last 40 years, many studies have attempted to classify and fine out the factors that affect job satisfaction. Abdullah et al (2011) considered some factors such as promotion, employee loyalty and acknowledgment of work which have an effect on employee satisfaction, but he found wages as the main factors for job satisfaction. Additionally, calisir (2010) maintained that encouragement and salaries are the most important determinant of job satisfaction.
Ahmed and Ali (2009) emphasized that due to fact that identification or reward has been changed a lot, therefore, work motivation and satisfaction will be change parallel, so that greater focus on incentives and acknowledgment, the greater positive impact on the job satisfaction level. In addition, Hunjra (2010) found positive and meaningful relationship between employee satisfaction and management behavior such as group work, leadership and independence

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