Job Satisfaction

Job satisfaction is related to variables such as turnover, absenteeism, age, education level, and
organizational size. This is in accordance with the opinion of Keith Davis, that "Job satisfaction is
related to a number of major employee variables, such as turnover, absences, age, occupation, and
size of the organization in which an employee works".

Meanwhile, Robbins and Judge (2009:119), stated that there are five factors of job satisfaction,
namely:

- Job Satisfaction
This satisfaction is achieved when the work of an employee is in accordance with the interests
and abilities of the employee himself.
- Satisfaction with Rewards, where employees feel the salary or wages they receive are in
accordance with their workload and in balance with other employees working in the
organization.
- Satisfaction with Supervisor's Supervision
Employees feel they have a superior who is able to provide technical assistance and
motivation.
- Satisfaction with Coworkers
Employees are satisfied with their co-workers who are able to provide technical assistance
and social encouragement
- Promotion Opportunity. Opportunity to improve position in the organizational structure.
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Results of Job Satisfaction

Robbins & Judge said that there are several outcomes (outcomes) of job satisfaction:

- Job Performance, Individuals with higher job satisfaction perform better, and organizations
with more satisfied employees tend to be more effective than those with fewer dissatisfied
organization.

- Organizational Citizenship Behavior (OCBs). OCBs include people talking positively about their
organizations, helping others, and going beyond the normal expectations of their jobs.
Evidence suggests job satisfaction is moderately correlated with OCB; people who are more
satisfied with their jobs are more likely to engage in citizenship behavior (including in OCB
where employees speak positively about their organization, help others, and exceed their job
expectations. Evidence shows job satisfaction is moderately correlated with OCB; people who
more satisfied with their jobs are more likely to engage in behavior as part of the company).

- Customer Satisfaction Organizations/companies should be concerned with customer

satisfaction, it is reasonable to ask whether employee satisfaction is related to positive
customer outcomes. For frontline employees who have regular customer contact, the answer
is “yes”. Satisfied employees seem to increase customer satisfaction and loyalty.

Factors Affecting Job Satisfaction

According to Hasibuan (2007) (7) employee job satisfaction is influenced by the following factors:

1. Fair and proper remuneration.

 2. Proper placement according to expertise.
3. The light weight of the work.
4. Atmosphere and work environment.
5. Equipment that supports the implementation of the work.
6. The attitude of the leader in his leadership.
7. The nature of the work is monotonous or not.

Employee job satisfaction is much influenced by the attitude of the leader in leadership. Participatory
leadership provides job satisfaction for employees, because employees are actively involved in giving
their opinions to determine company policies. Authoritarian leadership results in employee job
dissatisfaction. Employee job satisfaction is the key to driving morale, discipline and employee
performance in supporting the realization of company goals.

According to Robbins and Judge (2009) there are 21 factors related to job satisfaction, namely
autonomy and freedom, career benefits, opportunities for advancement, career development
opportunities, compensation/salary, communication between employees and management, job
contribution to organizational goals, feeling of security at work. work environment, flexibility to
balance life and work issues, job security, job-specific training, management recognition of employee
performance, meaning of work, networking, opportunity to use skills or expertise, organizational
commitment to development, overall corporate culture, peer-to-peer relations, relationship with
direct supervisor, work itself, job diversity.

Organizational reward systems often have a significant impact on employee job satisfaction levels.
Besides the direct impact, the way in which extrinsic rewards are delivered can affect the intrinsic
reward (and satisfaction) of the recipient. For example if everyone receives a 5 percent salary increase
it is difficult to get a reward settlement. However, if a pay increase is directly linked to performance,
an employee who receives a large pay increase is more likely to experience feelings of accomplishment
and satisfaction. There are five main components of job satisfaction, namely:

• Attitude towards work group

• General conditions of work
• Attitude towards the company
• Economic advantage
• Attitude towards management

Another component includes the employee's state of mind about the work itself and life in general.
An employee's attitude towards work may be positive or negative. Health, age, level of aspirations,
social status, social and political activities can affect job satisfaction.

According to Kreitner and Kinicki (2005) (12) there are five factors that can affect the emergence of
satisfaction, namely:

1. Need fulfillment (fulfillment of needs). This model proposes that satisfaction is determined by
the level of job characteristics that allow opportunities for individuals to fulfill their needs.
2. Discrepancies (differences). This model states that satisfaction is a result of meeting
expectations. The fulfillment of expectations reflects the difference between what is expected
and what the individual gets from the job. If expectations are greater than what is received,
people will be dissatisfied. On the other hand, it is estimated that individuals will be satisfied
if they receive benefits above expectations.
3. Value attainment (achievement of value). The idea of value attainment is that satisfaction is
the result of the perception that the job provides the fulfillment of important individual work
values.
4. Equity (fairness). In this model it is intended that satisfaction is a function of how fairly
individuals are treated at work. Satisfaction is the result of people's perceptions that the
comparison between the results of work and the inputs is relatively more profitable than the
comparison between the outputs and inputs of other jobs.
5. Dispositional/genetic components (genetic components). Some coworkers or friends seem
satisfied with the variety of work environments, while others seem dissatisfied. This model is
based on the belief that job satisfaction is partly a function of personal traits and genetic
factors. The model implies that individual differences only have significance for explaining job
satisfaction as well as characteristics of the work environment.