Hoppock describes job satisfaction as, “any combination of psychological, physiological and environmental circumstances that cause and person truthfully to say I am satisfied with my job.” Job satisfaction has many dimensions. Commonly noted facets are satisfaction with the work itself, wages, and recognition, rapport with supervisors and coworkers, and chance for advancement. Each dimension contributes to an individual’s overall feeling of satisfaction with the job itself, but different people define the “job” differently. There are three important dimensions to job satisfaction: 1) Job- satisfaction refers to one’s feeling towards one’s job. It can only be inferred but not seen.
Job satisfaction shows how much an employee likes his work as well as the level of his preoccupation with work. Generally, it can be stated that job satisfaction is a sense of comfort and positive experience that an employee have related to his job. Job satisfaction can affect work behavior, and through that, the organizational performance. For a long time job satisfaction has been viewed as a unique concept, but today it is seen as a very complex cluster of attitudes towards different aspects of the work (Rollinson et al., 1998). Therefore, the definitions of job satisfaction should include a variety of factors such as nature of work, salary, stress, working conditions, colleagues, superiors, working hours etc.
In the articles of Tajedin (2017) and Zadeh (2013), they both used the same theory but they have different variables. Tajedin related the theory on employee’s job satisfaction where they try to clarify the influence of the manager’s leadership style on employee’s satisfaction. They hypothesized that there is a meaningful relationship between the theory to job satisfaction. The results supported their hypotheses that there was a relationship between the four leadership styles and job satisfaction. Zadeh, on the other hand, researched on the effect of the theory to empowering employees/staff.
of people towards their job. In addition, the concept of benefits, promotional opportunity, supervision, work conditions are included in the definitions. Bernstein and Nash (2008) proposed that a cognitive, a behavioral, and an emotional component together produce job satisfaction. The cognitive component of job satisfaction consists of, how individuals perceive their jobs; it is a belief he/she has about the job. The behavioral component of job satisfaction consists of individuals ' inherent predispositions toward their job.
2.3 EMPLOYEE SATISFACTION According to Alam, Dr Sameena & Ms.Puja (2012) the employee satisfaction is the terms used to describe on level of happiness of the employee and satisfying their wants and needs at work. Many measures showed that employee satisfaction is the factor in motivation of an employee, employee goal achievement and their morale in the workplace. There is no restriction for the workers to achieve the full fulfillment and it might change from representative to worker. In some cases they have to change their practices with a specific end goal to execute their obligations all the more adequately to increase more noteworthy occupation fulfillment. (Miller, 2016) Keith Davis, employee satisfaction is defined as “Favorableness
According to Mosadeghard (as cited in Odembo 2013), job satisfaction is defined a cognitive state as to how an individual feels about their job. This means the job has an intrinsic and extrinsic motivation of employees to perform their job effectively. According to Spector (as cited in Aziri, 2011), there are three features of job satisfaction. Firstly is that organisations must value human values, meaning that each employee must be treated with respect and fairness, in this case this will lead to employees becoming effective. Secondly the behaviour of employees, if the employees have an impact on the functioning and activities within the organisation therefore positive behaviour will lead to job satisfaction, and negative behaviour will lead to job dissatisfaction.
and Mary A.V.G, 2015). Based on my understanding, job satisfaction described the level of contentment about the work which can affect employee’s performance. Satisfied employees have a favorable evaluation of their job based on their observation and emotional experiences. The more the employees prefer and have a happy emotion towards the job, the more they satisfied, and vice versa. Job satisfactions also have been found to decrease absenteeism, employee turnover, increase retention and the ability to perform at high level (Stenger, 2015).
Employees are more concerned with work in an environment they enjoy. Job can be influenced by variety of factors like quality of one’s relationship with the supervisor, quality of physical environment in which one works and the degree of fulfillment in one’s work. Positive attitudes towards job are equivalent to job satisfaction where-as negative attitudes towards job have been defined variously from time to time. In short, job satisfaction is determined by a person’s attitude towards job. Job satisfaction is an attitude which results from balancing and summation of many specific likes and dislikes experienced in connection with the job-their evaluation may rest largely upon one’s success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these
1. INTRODUCTION The report is about Motivation and Job satisfaction. Through this report the importance of Motivation and Job satisfaction can be enlightened. Motivation here means the source by which somebody is inspired to work for pure results and Job satisfaction means how much satisfied the employees are with their respective work. 2.
Job satisfaction further implies enthusiasm and happiness with one 's work Job satisfaction; describes how satisfied an individual is with his or her job. According to Sinha (1971) "Job satisfaction is the effect and attitudes produced by individual 's perception of fulfilment of his needs in relation to his work and the situation surrounding it. Subjective Well being: Psychological well-being of the individuals is possible to be affected from inner processes such as personality, and temperament, etc., and can also be affected from occupational factors such as occupation, working environment, and job satisfaction. The occupation individuals carry on can affect both their job satisfaction and psychological well-being. An occupational life in coherence with interests, abilities and values can positively affect the level of satisfaction from the occupation, and this positively reflects upon psychological well-being of the individuals.