These factors are found to have a significant effect on employee motivation. For instance, proper provision of good wages, training and development, information and effective communication influence greater motivation levels among employees. Since motivation is found to have a significant strong and positive correlation with work attitude (Suleiman, 2013), motivational elements are also said to have a significant and direct effect on work attitude among employees. For instance, Suleiman (2013) revealed that job security has been identified in the literature as one of the most influential factors that results in positive work attitude among employees. Employees who perceive the future or their job as being guaranteed to develop positive perception and attitudes towards their work and the
Esteem needs refer to the need for self-esteem and respect, with self-respect being slightly more important than gaining respect and admiration from others. Employees would feel that this need is being fulfilled if they are offered praise and recognition when they do well, and are offered promotions and additional responsibility. Self-actualization needs describe a person 's need to reach his or her full potential. The need to become what one is capable of is something that is highly personal. Since this need is very individualized, an employee or manager can account for this need by providing challenging work, inviting employees to participate in decision-making and giving them flexibility and autonomy in their jobs.
A person will only perform at a certain level if they believe that the performance will lead to a given expressed outcome. Instrumentality can be described as the thought that if an individual performs well, then a valued outcome will come to that individual. This well explained by the instrumentality theory Reward has therefore been seen to be a vital instrument in employee performance. This is because a well rewarded employee feels valued by the company. The employee is thus encouraged to work harder and better if they are aware that their well-being is taken seriously by their employers, and that their career and self-development are also being taken care of by their company thus increasing employee performance, Condly et al,(
These two sets of factors are different. Factors that caused job satisfaction are motivators (which are from the intrinsic job condition), which consist of: achievement, recognition, work itself, responsibility, advancement, and growth. Motivators provide satisfaction to employees. The more an employee exposed to these motivators, the more satisfied he/ she is. However, without these motivators employees will not be dissatisfied, they will be “no satisfied” or maybe neutral in another word.
According to Lathan and Locke (1976), job satisfaction refers to a pleasurable and positive emotional state resulting from the appraisal of one’s job performance or experience. Job satisfaction comes as a result of employee’s perception of the work itself is seen as either satisfactorily done or core to the institution or a company. From the stated definition, there are main aspects that can be studied on job satisfaction. The first is that this is an emotional response to the prevailing job situation. It cannot be touched or seen, just inference.
In simpler words, job satisfaction is linked to the job; organizational commitment emphasizes links to the organization (Lim, 2007). Higher organizational commitment will lead to lower turnover intention; the studies was identify on how organization wish to motivated the employee to attracted with the job and the organization. According to Meyer (1991) when commitment is valued by organization and employees receive positive response and encouragement then it works as motivation and to remain in the organization and to work for organization. Thus, it shows people are more committed and engaged when there is a process for them to contribute. In other hand, it can help employee show up for work at the same time gives them sense of pride in their
Studies show that dissatisfied employees are likely to quit their job or be absent than satisfied employees. organisation must direct to a better understanding of the interplay between the person and the situation and the various internal and external factors that influence employee attitude. Kula Sedat and Guler Ahmet (2014). Study examines whether and to what degree supervisor support is associated with job satisfaction making age, rank, gender, education and working unit as a constant in the analysis. Satisfaction in the workplace is driven by the motivation.
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.
Ensuring job satisfaction is one of the main ways to increase productivity. According to Edwards (2015), “When an employee is happy, that employee is essentially saying they care more about what they're doing. This leads to increased dedication and attention to detail--which obviously enhances productivity and output” (P.9). Thirdly, recognition can be a very useful tool to increase productivity. Recognition of employee efforts can equate to greater productivity, even among those who aren't as productive.
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