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.
CHAPTER 1 INTRODUCTION Background of the study Job satisfaction has been said to lead to qualitative and quantitative improvement in job performance (Ganguly, 2010). Therefore, it is important for organization to find factor that can lead to job satisfaction. In addition, according to Hasan Ali Al-Zu’bi, (2010), one of the key variables that impact the performance of organization is the employee’s job performance and satisfaction. Job satisfaction can be defined as the feelings of employees whether they like or dislike the different aspect of their job experiences in connection to previous experiences (Mohammad, Mumtazah, Jariah & Aminah, 2013). 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.
Job Satisfaction Satisfaction is the feeling of a sense of meaning and purpose and when anything is accomplished, the person feels satisfied regarding the sense of completion and a job well done. It gives the direction and options for the future. Satisfaction is thoroughly manifested with pleasure, purpose in life, interest and positive mood and contributes well beyond a persons' pleasure and unpleasant feelings. Satisfaction is a person’s feelings of pleasure, completion of purpose about programme goals, requirements or wants (Kotler, 2000). In economic terms, satisfaction is the utility or happiness which derives from consumption of the goods or services as preferred or needed by an individual.
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.
Cognitive job satisfaction can be one-dimensional if it comprises evaluation of just one facet of a job, such as pay or maternity leave, or multidimensional if two or more facets of a job are simultaneously evaluated. Cognitive job satisfaction does not assess the degree of pleasure or happiness that arises from specific job facets, but rather gauges the extent to which those job facets are judged by the job holder to be satisfactory in comparison with objectives they themselves set or with other jobs. While cognitive job satisfaction might help to bring about affective job satisfaction, the two constructs are distinct, not necessarily directly related, and have different antecedents and consequences. Job satisfaction can also be seen within the broader context of the range of issues which affect an individual 's experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and working conditions.
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
Employee satisfaction is fundamental to the success of any business or organization. If employees are not satisfied or at least content with their jobs, they are more likely to leave the position, which directly affects the organization and the individuals it serves (Branham, 2005; Timpe, 1986). There have been numerous studies that have examined the relationship between job satisfaction and employee turnover. The vast majority of this research has demonstrated that job satisfaction is a consistent predictor of employee turnover intentions. However, what makes a job satisfying or dissatisfying does not depend only on the nature of the job, but also on the expectations that employees have of what their job should provide (Mahdi et all, 2012).
Because of positive relationship of rewards and performance there will be an increase in the job satisfaction of workers as well. Job satisfaction also leads to success and feelings of achievement during the job. Organizations now a days strive for to determining the reasonable balance between employee commitment and job performance of the organization. The reward and recognition programs are considered to be the most important factor in keeping employees’ self-esteem high and
These outcomes can be work related motivation, job satisfaction, satisfaction about one’s professional growth, performance of superior quality, low absenteeism, a higher level of employee engagement etc. When an employee feels his work to be meaningful and enriching, his level of engagement, level of effort, motivation, satisfaction from the job etc. increases and he perceives the job as one that provides him with ample chances of professional growth. Similarly, the feeling of ownership of a job makes an employee more responsible and it can implicitly be concluded that the employee will strive to put forth a much superior performance for the accomplishment of the job, will show relatively high level of engagement, and will get more satisfaction from the job since it’s done in his way. Knowledge about the outcome helps one to improve his or her performance thereby leading to a growth in his career, heightens the motivation to stick to the job etc.
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