Wong and Campion (1991) argued that although researchers have defined a job as a group of tasks designed for one employee to complete (Griffin, 1987), the JCM is ambiguous about whether the five core job characteristics are motivating at the level of individual tasks or at the aggregate level of the job itself. On one hand, several of the job characteristics are labeled as features of tasks (task identity, task significance). On the other hand, the characteristics are defined and measured as features of jobs. To resolve these issues, Wong and Campion (1991) developed a mediational model proposing that task level characteristics influence job-level characteristics, which in turn influence attitudinal reactions. Their data provided only partial support for the role of job characteristics in mediating the association between task characteristics and attitudinal out comes.
With respect to Job it means attitude towards working hours, benefits attached or level of autonomy at place of work etc. The study of job satisfaction helps management with the variety of information related to job, employees, environment etc. and which in turn can facilitate them in making better and smart decisions and correcting the path if required. It helps in improving the attitudes of employees towards the job and facilitates integration of employee with the organization. It inspires sense of belongingness and sense of participation leading to the overall increase in the productivity of the organization as people show increased Organization Citizenship Behavior
Job Satisfaction: It is a measure of someone’s feelings toward his job resulting from an evaluation of its characteristics. It is a very personal aspect of work as it reflects not only how the person views his job but also how the organization views how they do their job and how they are as a person. There are several components associated with job satisfaction, namely: Growth in position and responsibility, equitable compensation and recognition. 2. Employee Engagement: An employee’s engagement with his organization also shows his attitude.
Task Significant According to Blunschi (2013) task significance is positively related to job satisfaction, engagement in helping the behavior, and personal initiative, and the awareness of negative related to emotional tiredness. It is partly or fully facilitated on perceived task
Job Satisfaction Job satisfaction is considered as an important motivator. Studies have revealed that employees’ attitudes and feelings towards their jobs and/or job experiences have been found to have significant effect on their performance. Hawthorne studies conducted by Elton Mayo and his associates states that psychological and social influences were more effective than changes in wages and hours which had been considered as the prime matter of importance for a long period of time by the managers. Job satisfaction is especially important for service industry employees because it is assumed that if employees are satisfied with their job in service industry then only they can satisfy their customers. It is not the customers alone who should
Apart from the factors mentioned above, job satisfaction is also influenced by the employee’s personal characteristics, the manager’s personal characteristics and management style, and the nature of the work itself. Mangers who want to maintain a high level of job satisfaction is the work force must try to understand the needs of each member of the work force. For example, when creating work teams, managers can enhance worker satisfaction by placing people with similar backgrounds, experiences, or needs in the same workgroup. Also, managers can enhance job satisfaction by carefully matching workers with the type of work. For example, a person who does not pay attention to detail would hardly make a good inspector, and shy worker is unlikely to be good salesperson.
A current issue in the workplace is that workers, especially in the UK, are unmotivated and unhappy in their jobs. According to research by Investors in People in 2017 1 in 3 UK workers are not happy in their current jobs and 1 in 4 are actively searching for a new job. Job satisfaction has become increasingly important in the workplace, a high job satisfaction can lead to higher motivation and higher productivity in employees. Cropanzano and Wright (2001) found that less happy employees are more sensitive to threats and are more defensive around co-workers, this could lead to fallings out with co-workers and could affect the performance of team working tasks with in the workplace. Employers are starting to realise the importance of job satisfaction
The fact that we expend a huge number of our awakening hours at work implies job satisfaction will additionally play a huge part in our lives While you explore for the dream occupation or job that will make you happy, whatever job you are acting nowadays have to considerably give to your happiness. That is the critical significance of job satisfaction. FACTORS AFFECTING JOB SATISFACTION An employee's general satisfaction alongside his job is the consequence of a combination of factors -- and commercial compensation is merely one of them. Management's act in enhancing employees' job satisfaction is to make sure the work nature is affirmative, morale is elevated and operatives have the resources they demand to finish the tasks they have been assigned. 1.
They are organizational factors, group factors and individual factors. In this regard, a brief discussion is made hereunder. ORGANIZATIONAL FACTORS. A number of factors in the organization determine job satisfaction of employees. Organizations can increase job satisfaction by organizing and managing certain factors, which are described below.