JOB SATISFACTION ON O.

In Organizational Behaviour, job satisfaction is one of the most researched

variables in the area of workplace psychology and has been associated with numerous
psychosocial issues, the changing world of work, organizational factors ranging from
leadership to job design.

It is the level of contentment a person feels regarding his or her job. This
feeling is mainly based on an individual’s perception of satisfaction.

It can be influenced by a person’s ability to complete the required tasks, the

level of communication in an organization, and the way management treats
employees. There are different levels of job satisfaction.

Effective job satisfaction is a person’s emotional feeling about the job as a

whole. Cognitive job satisfaction is how satisfied employees feel concerning some
aspect of their job, such as pay, hours, or benefits.

Definition of Job Satisfaction:

Due to the popularity of job satisfaction within the field of occupational and
organizational psychology, various researchers and practitioners have provided their
definitions of what job satisfaction is.

E. A. Locke describe job satisfaction as, “the pleasurable emotional state

resulting from the appraisal of one’s job as achieving or facilitating the achievement
of one’s job values”

According to P. E. Spector, “Job satisfaction is the extent to which people like

or dislike their jobs”.

De Nobile defined job satisfaction as “the extent to which a staff member has
favourable or positive feelings about work or the work environment.”

Davis, Newstrom, and Dessler describe job satisfaction as “a set of favourable

or unfavourable feelings for the employees to perceive their work and that determine
the possibility of a major disposition to achieve higher performance”.
 According to S.P. Robbins, “Job satisfaction refers to an individual’s general
attitude toward his or her job.”

Job satisfaction may be defined in many different ways:

Some believe it is simply how content an individual is with his or her job, in
other words, whether or not they like the job or individual aspects or facets of jobs,
such as the nature of work or supervision.

Job satisfaction has been linked to many variables, including productivity,

absenteeism, turnover, etc. It is significant because a person’s attitude and beliefs may
affect his or her behaviour.

Importance of job satisfaction are:

 Lower Turnover.

 Higher Productivity.

 Increased Customer Satisfaction.

 Employee Absenteeism.

 Helps to Earn Higher Revenues.

 Satisfied Employees Tend to Handle Pressure.

How Job Satisfaction Benefits the Company:

Research has concluded that there is a relationship between job satisfaction

and performance of the employees. There are two basic views of satisfaction and
performance, and they are inverted to one another.

One believes that satisfaction leads to performance, while the other believes
performance leads to satisfaction.

In effect, we are saying if someone is happy with their job they will perform
better, but to be satisfied, they have to perform in their job to get that satisfaction.
Higher Job Satisfaction gives:

 Higher productivity.

 Less employee turnover.

 Reduce absenteeism.

 Reduces the level of unionization.

 Reduces the number of accidents.

 It helps to create a better working environment.

 Improving customer satisfaction.

 Faster and sustainable Growth.

High job satisfaction may lead to improving productivity, decreased turnover,

and improve attendance, reduce accidents, less job stress and less unionization.

If employees feel that their jobs are fun and interesting, they will be more
willing to give extra effort to work.

Thus job satisfaction benefits the whole organization.

Factors Affecting Job Satisfaction Level

No doubt, job satisfaction is a big factor in employee engagement and the

level of discretionary effort team members are likely to make.

Job satisfaction depends on several different factors such as satisfaction with

pay, promotion opportunities, fringe benefits, job security, relationship with co-
workers and supervisors, etc.
Factors affecting the level of job satisfaction are:

1. Working Environment.

2. Fair Policies and Practice.

3. Caring Organization.

4. Appreciation.

5. Pay.

6. Age.

7. Promotion.

8. Feel of Belongings.

9. Initiation and Leadership.

10. Feel of Being Loved.

11. Safety and Security.

12. Challenges.

13. Responsibilities.

14. Creativity in Job.

15. Personal Interest and Hobbies.

16. Respect from Co-Workers.

17. Relationship with Supervisors.

18. Feedback.

19. Flexibility.

20. Nature of Work.

Most used approaches to measuring job satisfaction of the employees are:

1. Single Global Rating.

2. Summation Score.

 Job Diagnostic Survey.

 Job Satisfaction Index.

 Job Satisfaction Survey.

 Minnesota Satisfaction Questionnaire.

 Job Satisfaction Relative to Expectations.

 Global Job Satisfaction.

 Job Descriptive Index (JDI).

Components of Job Satisfaction:

Job satisfaction or Employee Satisfaction is one of the most widely used

variables in organizational behaviour.

Components of job satisfaction are:

 Evaluative Component.

 Cognitive Component.

 Affective Component.

Effects of Low Job Satisfaction:

Job dissatisfaction produces low morale among workers and low morale at
work is highly undesirable.

If employees are not happy with their jobs, several areas of their work are
affected and their behaviour can also affect other employees.
Effects of low job satisfaction are:

1. Job Stress.

2. High Employee Turnover Rates.

3. Lack of Productivity.

4. Profit.

5. Customer Retention.

Job satisfaction measures vary in the extent to which they measure feelings about the
job or cognitions about the job.

This could be the job in general or their attitudes towards specific aspects of it,
such as their colleagues, pay or working conditions.

Also, the extent to which work outcomes meet or exceed expectations may
determine the level of job satisfaction.

However, it is not only about how much an employee enjoys work.

It is a combination of intrinsic and extrinsic job satisfaction: Intrinsic job

satisfaction is when workers consider only the kind of work they do, the tasks that
make up the job.

Extrinsic job satisfaction is when workers consider the conditions of work,

such as their pay, co-workers, and supervisor.

To sum up, we can say that job satisfaction describes how content an
individual with his or her job and also implies doing a job one enjoys, doing it well,
and being suitably rewarded for one’s efforts.

Job Satisfaction is the extent to which a staff member has favourable or

positive feelings about work or the work environment.