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Job satisfaction among different working organizations: A literature review

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Job satisfaction among different working organizations: A literature review

Samreen Naz, Dr. Hariom Sharma

Research Scholar, Department of Psychology, Lovely Professional University, Punjab, India
Associate Professor, Department of Psychology, Lovely Professional University, Punjab, India
E-mail - Samreennaz5@gmail.com

Abstract
Job satisfaction denotes to the workers’ perception of their workplace settings, relationships amid
fellows, salary as well as endorsement opportunities. In healthcare services environment with tension
and division of labour, the basic challenge is to perform well in these kinds of settings. Teachers, bank
employees, corporate managers, salespeople and all the occupation workers are not highly pleased
with their occupation. This literature review shows that a large number of factors influence employee
performance such as satisfaction from the profession, work environment, compensation policies and
demographic variables, educational qualification and many more factors influencing. This research
paper examines the rising literature relating to workplace satisfaction amid different working
organizations and concludes that further investigation is required to be aware of the relative
significance of the many recognized factors to workplace satisfaction in different working
organizations. Findings revealed on the basis of literature review, female professionals facing the
problem of job dissatisfaction among healthcare organizations. Other researchers showed that job
satisfaction is significant for each and every level of employee in every organization and in both
private and government sector.

Keywords: Job satisfaction, Different working organizations, Employees, literature review

Introduction

Job satisfaction is an optimistic feeling for one’s job. Newsstrom (2007), “Job Satisfaction is a set of
favourable or unfavourable feelings and emotions with which employees' view their work”. In the
health care services and the female paramedical professionals’ work contentment is believed one of the
key factors determining the enlargement of performance in the development (Hanan, 2009). An
employee's mental representation of the meaning of values may vary about satisfaction or
dissatisfaction. For instance, some workers may feel a sense of achievement in their occupations as
other employees’ may not. Hackman and Oldham’s (1980) was found to be similar, they surveyed blue
and white collar employees and characterized by great determination that finishing exciting projects
was not as vital as job safety and recompense for blue collar workers. The determinations also
suggested that motivating and varied coursework were of advanced significance to white collar
employees when compared to blue collar employees (Hackman and Oldham, 1980). Research papers
suggested that teachers, mangers, bank employees, healthcare services, salespeople are not satisfied
with their job due to various issues. This review of literature analyses the empirical literature
considering different working organizations employees’ occupation satisfaction and its related factors.

Literature Review

Okele & Mtyuda (2017) research outcomes indicated that a lack of resources, too much crowd of
courses and indiscipline amid pupils were severe sources of disappointment amid teachers. Other
causes of job dissatisfaction amid teachers are management consequences. All these factors create
disengagement among teachers and filled negativity in their job.

Troesh & Bauer (2017) investigated job satisfaction and stress in second career teachers compared to
first career teachers and the role of self-efficacy in this context. Results showed that second career
teachers are highly filled with satisfaction with their occupation than first career teachers. Tharikh et

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al. (2016) analyzed the data and results showed that workplace satisfaction, organization commitment
and organizational nationality behaviour statistically important and optimistic relationship.

Spencer & Byrne (2016) suggested that senior level managers are having high job satisfaction than
junior level mangers. Darrat et al. (2016) suggested that amid salespeople with lower workplace
satisfaction, organizational work embeddedness is optimistically connected with organizational
deviance, interpersonal deviance and customer direct deviance. Nevertheless, amid salespeople with
higher job satisfaction, job embeddedness is negatively connected with organizational deviance and
not importantly connected with either interpersonal or customer directed deviance.

Robertson & Kee (2016) studied workplace satisfaction in a computer-mediated context, particularly
with the use of social media. Results showed that workers satisfaction at work is optimistically
connected by the quantity of moment they spend on facebook interacting by colleague. Also showed
that part time workers reported having spent the greater quantity of moment on Facebook with their
colleagues, and agreement workers reported the greater degree of work satisfaction at the place of
work.

Monga et al. (2015) results disclosed that pay, social association, contact, attitude of seniors,
workplace surroundings and team work have more bearing than the factors of training and progress,
honours and recompense, job nature, safety of job, morale and role clarity in determining workplace
satisfaction of bank workers. Saner & Eyupoglu (2015) investigated whether job satisfaction exists
among bank employees. Study revealed that bank workers were moderately filled with satisfaction
with their job.

A huge number of research investigations have addressed the consequence of female paramedical
staffs’ job satisfaction. Lu et al. (2012) reviewed literature revealed lots of interesting components that
add to the creation of an intelligence of contentment for female paramedical professionals. Moreover
occupation contentment is a fundamental issue for healthcare professionals all around over the world
(Doef et al. 2012). Probes revealed that managerial features of a arrangement (more often than not a
hospice) can very much determine the occupation contentment for female paramedical professionals;
such features are the personal shortages, lack of instruments, aim to depart and many more (Liu et.al.
2012).

Current organization thinks that the job contentment of female paramedical professionals is the
outcome of logical organization and has a strong connection by good management and inspiration to
health care organizations (Giallonardo et al. 2010) leadership and work engagement (Wong &
Laschinger 2013). At last, contentment with job for female paramedical professionals has a greater
relationship with exact issues such as work-related surroundings (Hamama et al. 2014) (Kinzl et al.
2004) or ethics (Goldman and Tabak 2010).

Platis et al. (2015) investigated quality of occupation contentment with self occupation contentment for
female paramedical professionals are taking place. Results revealed that proper management playing
an important role in creating superior surroundings in the place of work. A current female paramedical
professionals management has to face a lot of demanding situations such as fast changes in the area of
medical and paramedical services, difficulty of female paramedical professionals profession and of
course the mental effects incurred by the nursing work. Additionally, the skill of female paramedical
professional’s managers to talk with the workers and honour their opinions in considered of high
significance for the female paramedical professional’s staff. The association amid output and
contentment in job is also measured strong. Particularly for medical and paramedical services, personal
emotions, opinions and even attitudes of female paramedical professional’s play a vital role in their
performance. The investigation of this research highlights several matters such as intensions,
awareness, individual culture, which requires further investigation. Bardan & Youssef-Morgan (2015)

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found that expectation, resilience and positivity, individually and when formed into a whole into the
high order several dimensions construct, Psychological capital, are optimistically connected to the
work contentment of employees.

Lu et al. (2007) found 50% of nurses were extremely filled with satisfaction with their occupations
along with fifteen percent found severe occupation pressure. Most of the sample population described
as a higher level of organizational and professional commitment and in that order reported very low
level of role conflict and role vagueness often. Diploma nurses described superior professional
commitment as well as a low degree of role clash than those nurse who are with a graduation degree,
other than there was no major difference found in occupation satisfaction, work commitment, job
pressure and role vagueness by educational qualification. Hospital paramedical female professional’s
optimistic feelings concerning their occupation lives can be determined by growths in the healthcare
organization and the female paramedical professionals. Female paramedical professional’s educational
qualification level is a determining issue on their views as well as experience of their occupation lives
by the determinations proposing the need to expand a medical profession steps for female paramedical
professionals.

Occupation satisfaction amid female paramedical professionals’ has been named as a fundamental
issue in female paramedical professionals earnings by the observed literature telling with the intention
of it is associated to a number of organizational, specialized plus individual variables (Lu et al. 2005).
Aiken et al. (2001) detected occupation dissatisfaction amid female paramedical professionals was
very high in United States and than in decreasing order as Scotland, England, Canada and Germany.
1/3 of female paramedical professionals in England and Scotland and 1/5 in the US designed on
departure their occupation between one year data collection. Discovering additional, nevertheless, was
that 27-54% of female paramedical professionals less than thirty years of age almost intended on
departure between twelve months of data collection in all countries. While equated by other countries,
the female paramedical staff in Germany sixty one percent described to they were additional filled
with satisfaction through the chances for progression at the same time as the female paramedical staff
in the United States fifty seven percent and Canada sixty nine percent found extra filled by means of
satisfaction by their wages.

Adamson et al. (1995) detected that Great Britain of female paramedical Professionals sensed
themselves to be extra disgruntled than Australian female paramedical Professionals. Srivastava (2013)
revealed that occupation contentment was optimistically connected to organisational commitment
along with belief and locus of control moderated occupation contentment and organisational
commitment association.

Koustelios (1991) reviewed number of research studies associating occupation satisfaction with a
number of features of organizational tradition: organization mass, workers background, attitudes and
national tradition. Also, he found that there was an important dissimilarity in occupation satisfaction
amid workers who function in dissimilar organizational culture. In addition, found that at what time
workers have a matchup among their current and wanted tradition, they are happier by means of the
intrinsic features of their work. Consequently, it can be said that an organization’s inner tradition is
calculated and calculated as division of its workers national tradition, demographic characteristics and
person features.

Grant, Christianson & Price (2007) globally different working organizations and institutions has
become a purpose of theoretic attention and wide research. Organizations overall wellbeing is depicted
as the way in which its function and worth are sensed by workers of that organization (Warr, 1992). In
addition, includes that workers’ bodily and psychological health, level of happiness and societal
wellbeing, which are all connected with the name job satisfaction.

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Satisfaction of job is an outcome of worker’s observation of how healthy his/her work providing those
things that are considered as significant. Appraisal of work experience is defined as the enjoyable and
optimistic state of an employee (Locke, 1976). An individual’s expectations and his or her actual
accomplishments affects on the job satisfaction and job dissatisfaction. Herzberg et al. (1959)
developed a two factor theory, according to two factor theory to which both these work contentment
and job discontent are the two split and from time to time ever not related, phenomena, which should
not be calculated on the same time. Two types of factors are under this theory, intrinsic factors and
extrinsic factors. Intrinsic factors are considered as motivators or satisfiers and extrinsic factors are
perceived as hygiene factors as dissatisfies.

Hackman and Oldman (1975) organized model of occupation contentment, according to that model
which workers are extra probable to respond optimistically to their job if they experience the emotion
that their job is extraordinary and that they are only answerable for their work performance and if they
are conscious of their authentic work performance. Kennerly (1989) disclosed correlation among
satisfaction with job, leadership behaviours and organizational traditions. Further specially,
organizational behaviours, like warm heartedness amid workers, common trust between employees,
honour and understanding among workers and supervisors can be important forecasting components of
the occupation satisfaction experienced via workers in the area of healthcare services.

In a chronological summary of the conception of occupation satisfaction, Holland (1989) proposed

with the purpose of happiness and satisfaction of work with one’s exacting occupation is a by product
of gathering diverse motivation requirements inside the worker. Aspiridis (2013) disclosed relationship
among leadership and occupation satisfaction on the consequence of music on top of workers’
performance in organization. Particularly, workers who listened to traditional music at the time of
work described an additional enjoyable operational surroundings as well as a boost in output. On the
whole, the superiors’ decision to playing music at the time of job hours was measured to contain an
optimistic impact on the workers’ competence and produce a common emotion of happiness inside.

Belias & Koustelios (2014) Research results revealed that these type of organizational behaviours like
lovingness amid workers, mutual trust, obedience and resonance among workers and supervisors can
be a important forecasting factors of the occupation contentment experienced by workers. In addition,
inside organization which are elastic and accept the participative supervision type, with stress in
communication and workers’ honour, the second are more probable to be happy, happen afterwards as
a consequence in the organizations success.

Hancer & George (2003) showed fifty point two percent of the employees had low degree of job
satisfaction, where as twenty five point six percent showed a normal degree of work satisfaction and
twenty four point two percent showed a higher degree of work contentment. Findings revealed
significant difference in work contentment scores was establish among the pairs inside the sub groups
of age of the employee, occupation tenure, sex, and occupation category. Workers who are highly
filled with satisfaction with their occupations are carefully weighed to be additional resistant to change
of position with their organizations (Hartman & Yrle 1996).

Sousa-Poza & Sousa-Poza (2000) analyzed the causal factors of occupation contentment in cross-
national surroundings. Results revealed that employees in all countries are moderately pleased.
Denmark is the country with the greatest work contentment stage, the united states is ranked seventh,
Great Britain fifteenth, Japan nineteenth, and Russia twentieth. Countries with high work role outputs,
in general, have a high occupation contentment ranking, and vice-versa. Having an exciting occupation
and having healthy relationships with management are the two most significant work role outputs, and
having a fatiguing occupation is the most vital work role input. Employees in Eastern European
countries are likely to value elevated income.

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Schimdt (2007) examined the association amid contentment with employer provided place of work
training and on the whole occupation satisfaction of client get in touch with legislative body. Results
revealed that important rapport was found among occupation training satisfaction and on the whole job
satisfaction. Components of work training, with time spent in training, training methodologies, and
content, were determined to be important in their bond to occupation training satisfaction, and trainees
were importantly more filled with satisfaction with the training they received when the methodology in
employment was their preferred one. On the basis of these results, conclusions were drawn and
recommendations for researchers and practitioners in the field of HRD were made.

Occupation satisfaction is frequently observed by how well the result go beyond expectations and it act
several connected attitudes such as occupation itself, salary, endorsement opportunities, management
and co-workers which are most vital characteristics of a occupation about which individuals have
effectual answer (Luthans, 1988). Occupation contentment is so significant that its nonexistence often
leads to weariness and cut down organizational commitment (Moser, 1997).

Disgruntled workers are more likely to give up their occupations or be not present than fulfilled
workers (Rusbult et al. 1988). Individuals who take pleasure in their occupations are appropriate to use
time learning additional about it and linking with persons who are also concerned. Work satisfaction
can be optimistically connected to one’s choice to become accustomed to changing situations even
when situations are disappointing or disruptive. It encompasses welcoming occupation and
organizational alters, carry on working rather than ceasing.

Alniacik et al. (2012) revealed that organizational commitment and occupation satisfaction has an
optimistic relationship on career motivation. Parthi & Gupta (2016) indicated significant gender
differences on the sub dimensions of optimism and resilience of psychological capital. Female
employees were also observed along the dimensions of reward and interpersonal relations and
altruistic behaviour for organizational climate. Job satisfaction is the key to success for an employee.

Spector (1997) presented that job satisfaction has high relevance for organizations because job
satisfaction is an indication of psychological wellness, organizations can take on a practical situation in
which workers’ behaviour would be expected to determine organizational operations according to the
workers’ level of occupation satisfaction or dissatisfaction, and it can be an indicator of organizational
operations.

Gagnon et al. (2006) showed female paramedical manger’s leadership playing a positive role for other
female paramedical professionals and support ability and found strong significant relationship among
them and their observation of the training surroundings and psychological experience at the workplace.
Findings showed clearly and suggested that the funds using for the development of female paramedical
professional managers’ management and support abilities had an encouraging and optimistic impact on
female paramedical professionals’ perceptions and mental experience at place of work. Also, showed
some of the sources that are responsible for job dissatisfaction are paramedical department problems,
like lack of assets etc and systems inconvenience.

Crossman & Abou-Zaki (2003) indicated that work satisfaction is not independent in every job aspect
along with that satisfaction with work with one part may lead to satisfaction with another aspect.
Woman workers were detected very less fulfilled by every aspect of job except for salary. Employees
by means of lower qualifications in education were slightest fulfilled with their jobs and self-reported
work presentation was found to boost with tenure. Reddy et al. (2016) analysed it was found that,
demographic variables are having a greater impact on the employee satisfaction levels. Factors like
pay, Pay, Promotion, and Supervision etc. are having significant roles in deciding the satisfaction
levels.

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Conclusion

To conclude all above the literature related to job satisfaction among different working organizations
with many variables such as occupation commitment, leadership, work engagement, gender, self job
satisfaction, efficacy, resilience, optimism, educational qualification, job dissatisfaction, organizational
culture, music, work training, psychological capital, organizational climate, demographic variables etc.
Demographic variables impacted greater on the employee satisfaction levels. Job satisfaction is may be
dependent on the some of the job aspects not on all and it also differs on gender too. Job satisfaction is
an indication of psychological overall wellness. Female employees were also observed along the
dimensions of reward and interpersonal relations and altruistic behaviour for organizational climate.
Job satisfaction is the key to success for an employee and for the organization productivity.
Organizational commitment and occupation satisfaction has an optimistic relationship on career
motivation. In one study showed that (Sousa-Poza & Sousa-Poza 2000) employees in all countries are
moderately satisfied. Workers who are highly filled with satisfaction with their occupations are
carefully weighed to be additional resistant to change of position with their organizations. There is an
important dissimilarity in occupation satisfaction amid workers who function in dissimilar
organizational culture. British female paramedical Professionals sensed themselves to be extra
disgruntled than Australian female paramedical Professionals. A current female paramedical
professionals management has to face a lot of demanding situations such as fast changes in the area of
medical and paramedical services, difficulty of female paramedical professionals profession and of
course the mental effects incurred by the nursing work. Female paramedical manger’s leadership
playing a positive role for other female paramedical professionals and support ability and found strong
significant relationship among them and their perception of the training surroundings and
psychological experience at the place of work. Research studies showed that teachers are not satisfied
with their job due to various issues. And senior teachers are highly satisfied than junior teachers.
Senior managers are satisfied with their jobs than new managers in organizations. Salespeople are in
both categories found high and low job satisfaction. Social media in workplace also connected with
high job satisfaction. Bank employees having moderately kind of job satisfaction and salary,
interpersonal relationship, communication, attitude of superiors, working surroundings and team work
affecting on their workplace satisfaction.

On the basis of literature, female professionals facing the problem of job dissatisfaction among
healthcare organizations. Results have implications for Facebook as a strategic platform for promoting
employee satisfaction at work, and Facebook a social networking platform for part time employees
seeking further social integration and professional connection. Other researchers showed that job
satisfaction is significant for each and every level of employee in every organization and in both
private and government sector. Job satisfaction is completely related to with the physical and
psychological wellbeing of an individual. We need to improve satisfaction of job amid female
professionals and need to provide some techniques and management skills to enhance their level of job
satisfaction. Social media at work have implications for Facebook as a strategic platform for
promoting worker satisfaction at work, and Facebook a social networking platform for part time
workers seeking further social integration and professional connection. Future researches should be
emphasis on female professionals and all the different working organizations and try to improve the
job satisfaction and need to remove dissatisfaction causing factors.

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