Research suggests that genetic factors influence certain aspects of personality (example, positive affectivity – negative affectivity, emotional stability, and extraversion) and these factors, in turn play a role in job satisfaction. (Judge, 2003) VALUE THEORY OF JOB SATISFACTION This theory takes a broader look at the question of what makes people satisfied. This theory argues that almost any factor can be source of job satisfaction so long as it is something that people value. Thus value theory focuses on discrepancies between what people have and what they want, the greater those discrepancies, the more dissatisfied they will be. This approach to job satisfaction implies that an effective way to satisfy workers is to find out what they want and to the extent possible, give it to them.
One is based on traditional view, that is satisfaction that will occurs only to the performance of the job. This means efforts in a job lead to Rewards, which results in a certain level of satisfaction . another proposition says that, both satisfaction and performance is only with the wage and rewards. Various studies indicate that to a certain extent job satisfaction affects employee turnover, and consequently organization can gain from lower turnover in terms of lower hiring and training costs. Also this
Job satisfaction scales fluctuate in the degree to which they evaluate the full of emotion sentiments about the job or the subjective appraisal of the employment. Full of emotion job satisfaction is a subjective build speaking to an enthusiastic emotion people have about their occupation. Consequently, full of emotion job fulfillment for people mirrors the level of delight or bliss their employment when all is said in done initiates. Intellectual job fulfillment is a more goal and sensible assessment of different features of a vocation. Subjective job fulfillment can be one-dimensional on the off chance that it involves assessment of only one feature of an occupation, for example, pay or maternity leave, or multidimensional if at least two aspects of a vocation are at the same time assessed.
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. Definitions: “Contentment arising out of interplay of employee's positive and negative feelings toward his or her work.” Job satisfaction is defined as "The extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs" Factors Influencing Job Satisfaction: The following are important factors of employee’s job satisfaction: 1. Pay or reward. 2. Opportunities of promotion.
If the experience is better or greater than the expectations then the customer will keep in mind the service for a long time, but Feelings of dissonance may occur if the experience is worse or less than the expectation. On the other hand if the customer gets more than his or her expectation then he or she will be delighted. It will directly affect the purchase decision of the consumers and delighted consumers will love to buy from those companies where they are delighted and share their better experience with others. Thus consumer retention is dependent on this
According to some psychologists, brainpower, leadership, turnover are predictors of job performance. Interpersonal skill is also known as forecaster of job performance. Apart from factors like leadership, turnover rate, rewards, wages etc., organizational justice is also considered as important factor to increase employee performance. Equity theory stems from the perception of organizational justice on job performance. When an employee perceives injustice in return he/she gives poor quality of work.
In turn, it is connected to lot of other elements which is directly or indirectly affect the life, feelings and attitude of the personnel. Wages, appraisals, promotions, environment and co workers are the positive factors and hierarchy, targets, quality and risk are the negative factors. Negative factors easily de-motivate the workers, when they slightly deviate from those elements. Job satisfaction is viewed in different perceptions by different people. Job satisfaction as a state relating with being satisfied with the emotional devotion, conferment (rewarding), all characteristic features constituting the job environment and the job itself( Churchil, Ford & Walker ,1974).In 1930’s Hawthorne research says “Job satisfaction is described as pleasurable or positive emotional state as a result of evaluation of the job or job experiences”.
• To learn the different ways that Riverside Housing adopts for ensuring maximum employee satisfaction. Significance of the Research Employee satisfaction depends on whether the company meets the needs of the employee and how it motivates him. The most common consequence of satisfaction with working conditions, management policies and relationships with colleagues is employee loyalty to the company as a whole. To understand the importance of job satisfaction, employers should take into account economic factors (Lapierre, et.al, 2008, 98). The cost of losing or replacing a single employee can be huge.
1.2 Job Satisfaction Job Satisfaction is the extent of pleasurable emotional feelings individuals have about their jobs overall, and is the extent of individuals’ satisfaction with particular facets of their jobs, such as pay, working hours, and numerous other aspects of their jobs. There are many theories that explain the job satisfaction and various factors influencing it. A few of the theories that support the current study are listed below. Dispositional Theory: It is probably the only theory in job satisfaction that focuses in detail on the nature and innate behaviour of an individual. This theory states that one’s personality is an important determinant of the satisfaction level the person gets from the job.
The third category believes that many concepts and definitions of job satisfaction involve an evaluation process. Factors influencing job satisfaction of creating "job satisfaction" in a person is dependent on several factors together which lead to the achievement of the desired result. Lack of some of these factors may lead person to become dissatisfied with the job. Factors such as the amount of earnings the soul and the nature of work and its social status; prestige and reputation, enhance job safety, lack of role ambiguity, physical conditions, structure and organizational culture and communication with colleagues, according to the characteristics, performance evaluation, fit, flexible, innovative approach. Job satisfaction is a multi-dimensional attitude it is made up of attitude towards pay, promotion, relationship with co-workers, supervision, work conditions, benefits, contingent rewards, nature of work, communication, participation, performance evaluation system of the company etc.