Hence recognition is one of the job satisfaction factors. Job Satisfaction Factors Job satisfaction is related to the psychology of an employee. It postulates that an individual has a strong predisposition towards a certain level of satisfaction, and that these remain fairly constant and stable across time. Lesson Summary Companies will always strive for employee job satisfaction, or how content someone is with their job and the sense of accomplishment they get from doing it. If the existing job fails to provide psychological or physiological need of an individual, satisfaction from the job might be low.
Challenges: Monotonous work activities can lead to dissatisfied employees. Outcomes of Job Satisfaction Job satisfaction is often seen as an important outcome in its own right. Job Satisfaction Job satisfaction can be defined as an employee's attitude towards the job. Our goal is to understand job satisfaction, or how content someone is with their job and the sense of accomplishment they get from doing it. Defining job satisfaction as, say, an affective response but assessing it as an evaluation leads to confusion.
Retrieved 3 March 2013, from:. Interestingly, a twin based study examined 34 twins whom had been raised independently of one another. Interestingly, the amount an individual is paid has little influence on job satisfaction, although the perceived fairness of that level of pay can be very important. Do you find your workplace conditions good, hygienic, competitive? Apart from the above questions, specific open-ended questions about job satisfaction can also help in understanding employee pain-points and how the company can improve to ensure a happy employee. Definition of job satisfaction Due the popularity of job satisfaction within the field of occupational and organisational psychology , various researchers and practitioners have provided their own definitions of what job satisfaction is. However, when a scale of the same language is administered in two different cultures it can lead to respondents with different values understanding the scale differently.
Theories of job satisfaction Job satisfaction theories have a strong overlap with theories explaining human motivation. Since early studies in the 1930s, job satisfaction has become one of the most widely investigated concepts in the field of. First, job satisfaction has been shown to be more strongly predictive of performance when organizational citizenship behaviors are included as part of performance. Conclusion Considering that job satisfaction impacts every employee across the globe it is hardly surprising that it has received a lot of attention in the research literature. They found similarities across countries, which have the same language or a similar cultural background. In addition to job satisfaction promoting positive work behaviors, there is evidence that job dissatisfaction promotes negative behaviors within organizations.
The lack of a clear definition and conceptual understanding of self-actualisation, paired with a difficulty of measuring it, makes it difficult to measure what the final goal is or when it has been achieved. It is a pleasurable feeling that results from an employee's perception of achieving the desired level of need or satisfaction. There is good evidence that people are more satisfied if they have jobs with high control and with moderate levels of demands. Locke developed the idea known as discrepancy theory. There is reasonable support for this proposition. The indirect studies, however, are vulnerable to a number of important criticisms, namely that other unaccounted factors might be contributing to job satisfaction levels. Job Satisfaction Struggles to Recover to 2008 Levels.
Organizational Behavior and Human Performance, 16, 250-279. Although the findings are inconclusive for gender and race, there is good evidence that general job satisfaction increases with age, with some studies suggesting a tail-off after about 45 years of age. High employee retention is possible if employees are happy. All else being equal, they are therefore likely to report greater job satisfaction. Despite the assumption that having more questions can obtain more objective and accurate results as well as being less prone to error, research has shown that asking a single question, either on overall job satisfaction or on individual facets of job satisfaction can be equally as effective. The model recognizes that the value an individual places on inputs and outputs can affect this equation. We can even think of a reward as the prestige you get for actually doing a job as with a judge or other politicians.
There are many aspects to job satisfaction, depending on what each individual person feels is important. In general, most definitions cover the affective feeling an employee has towards their job. For Employers: For an employer, job satisfaction for an employee is an important aspect to get the best out of them. The importance of this concept is reflected in its central role in numerous theories, such as those concerning job design, leadership, and employee withdrawal. This dispositional approach suggests that job satisfaction is closely related to personality.
These theories are described and discussed below. Job satisfaction can be considered an important workplace safety factor, especially in high-risk workplaces, due to its association with decreased error rates and increased safety buy-in. Available at: Links for further reading Eurofound — European Foundation for Improving Living and Working Conditions, Job satisfaction and labour market mobility, 2007. This is a compelling proposition, because it implies one can increase job demands without detriment to employee well-being so long as employees also have high control. Do you have a good work life balance? This means the measure might not accurately measure job satisfaction, or that it is not able to provide consistent results. Similarly, Liu and colleagues examined the German Job Satisfaction Survey filled out by employees in 18 countries, in German, English and Spanish. In many instances, the work environment can and should be changed, such as by reducing excess workload, increasing levels of job autonomy, or introducing practices to reduce home-work conflict.
Theorists, such as Hulin and Blood 1968 have argued that the understanding of the groups to whom the individuals relate is critical to understanding job satisfaction. However, it has also drawn criticism as many studies utilising this model investigate the direct impact core job dimensions have on personal and work outcomes, completely disregarding the critical psychological states. The positive effects of job satisfaction include: 1. In effect, we are saying if someone is happy with their job they will perform better, but in order to be satisfied, they have to perform in their job to get that satisfaction. There is no single accepted criteria or explanation for what constitutes job satisfaction.
High stress levels due to low job satisfaction increase the likelihood that an employee will suffer a workplace illness. But its expression in the human mind is understandable. The job satisfaction-job performance relationship: A qualitative and quantitative review. Data from the National Longitudinal Studies in the United States found that measures of job satisfaction tend to remain fairly stable over 2, 3 and 5 year periods. This conceptual model frames job satisfaction in the context of workplace stress and employee control. Job satisfaction happens when an employee feels he or she is having job stability, career growth and a comfortable work life balance. Summary How much we like our jobs—our job satisfaction—is a critical concept in the study of work.