Job satisfaction
Job satisfaction or employee satisfaction is a measure of workers' contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive (evaluative), affective (or emotional), and behavioral components. Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job (affective job satisfaction). or cognitions about the job (cognitive job satisfaction).
What are types of job satisfaction? : The JDI is broken down into five facets of satisfaction: work, pay, promotion, supervision and co-workers. The most significant research study that shows the importance of job satisfaction is the Hawthorne studies (Muchinsky, 1985)
Causes of Job Dissatisfaction are;
- Underpaid.
- Limited Career Growth.
- Lack of Interest.
- Poor Management.
- Unsupportive Boss.
- Lack of Meaningful Work.
- Opportunities for growth or incentives for meaningful work.
- Work and Life Balance.
What are the five components of job satisfaction?
A survey from the Chopra Center also included five components of job satisfaction: engagement; respect, praise and recognition; fair compensation; motivation and life satisfaction.
Job Satisfaction
How can you increase your job satisfaction?
Only 48% of people are satisfied with their jobs. (Conference Board) With worker dissatisfaction so high, how can you avoid it? Or, if you are working and dissatisfied, what can you do about it?
There are different kinds of job satisfaction.
Overall job satisfaction is actually 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 work conditions, such as their pay, coworkers, and supervisor.
It helps to look at jobs from both points of view. For example, if you are dissatisfied with your current job, ask yourself, "Am I dissatisfied because of the kind of work I am doing (intrinsic) or is it related to my work conditions (extrinsic)?"
Job satisfaction is also influenced by job expectations. What do you look for in a job? Security, pay, prestige, independence? For ideas, read these ten most popular job expectations.
1. Know yourself.
Write down what you like and don't like about working. What values are important to you? Write down what you expect from a job. Then, you will know what to look for when choosing among jobs or careers.
Rank the "ten job expectations" most frequently mentioned by workers. Are there others, not mentioned, like autonomy or prestige, that are important to you?
2. Research jobs that meet your expectations.
There are lots of career options out there. To help focus your choices, use Career Key Discovery to find jobs that match your personality and the rewards (intrinsic and extrinsic) they offer.
3. Consult a professional career counselor.
Sometimes you need extra support and an expert's perspective to help you decide what to do next. Learn how to choose a professional career counselor in your area.
4. Don't ignore job dissatisfaction for too long.
Your level of job satisfaction predicts how adjusted you are to work. Dissatisfaction may lead to something worse – job loss, accidents, even mental illness. Depression, anxiety, worry, tension, and interpersonal problems can result from, or be made worse by job dissatisfaction. In fact, job satisfaction was found to be the best predictor of how long you live... better than a doctor's rating of physical functioning, use of tobacco, or genetic inheritance. So, it is important to work out a solution if your job makes you unhappy.
5. Have realistic job expectations.
Like many things in life, overall job satisfaction is a trade-off. People experience dissatisfaction even in the best jobs. And, in today's work world you cannot expect your company to look out for you; you have to take the initiative yourself (see Free Agent Worker).
6. Separate dissatisfaction with the kind of work you do from the conditions of work.
If you are increasingly dissatisfied with the kind of work you are doing, you should consider a career change. If you are dissatisfied with the conditions of work, you may be able to solve the problem by changing employers or negotiating with your current employer to make changes.
7. Is your dissatisfaction temporary?
Look down the road at your possible career progress. Present dissatisfactions might be worth bearing if you see your career progressing.
8. Examine your values.
You have to answer this question honestly: How important is your job, your career to you? Only when this question is answered can you put your job satisfaction or dissatisfaction in proper perspective.
This was adapted and updated from an earlier article by Dr. Rene Dawis, with his permission: Dawis, R. V. (1992). Job satisfaction. In L. K. Jones (Ed.), Encyclopedia of career change and work issues (pp. 142-143). Phoenix: The Oryx Press. Dr. Dawis is the author or coauthor of more than 100 publications, and is an international authority on job satisfaction and work adjustment.
Executive Summary
Job satisfaction represents the constellations of person’s attitude towards or about
the job.
In general, job satisfaction is the attitude towards the job as a whole. Job satisfaction is a
function of satisfaction with different aspects of job, i.e. supervision, pay, works itself, co-
workers, promotion, etc., and of the particular weighting or importance one attaches to these
respective components.
Employee job Satisfaction was a much popularized subject during
the 1980’s and 1990’s, where
much of the literature (Stoner & Wankel, 1986; Brewster, Dowling, Grobler, Holland &
Warnich, 2000), focused on the link between Employee Satisfaction and Employee Performance.
Subsequent research has, however, proven that this link is not particularly strong, (Kreitner &
Kinicki, 2005; Ivancevich & Matteson, 2002). What recent research has confirmed is that there is
a clear reciprocal relationship between Employee Satisfaction and Customer Satisfaction (Kraut,
1996). For example, one of the most detailed studies undertaken was that carried out by Heskett,
Sasser and
Schlesinger (1995). The authors point out that, “When companies put
employees and
customers first, their employees are satisfied, their customers are loyal, their profits increase, and
their continued success is sustained” (as cited in
Bailey & Dandrade, 1997).
The concept of Employee Satisfaction can be traced back to Edward Thorndike, who in the early
1900’s published an article in the Journal of
Applied Psychology where he explored the
relationship between work and satisfaction. The concept of Employee Satisfaction has certainly
been researched very thoroughly over the years and has been linked to many other issues like
employee loyalty, employee commitment, employee engagement and job satisfaction.
One of the most quoted theorists is Hertzberg who during the 1950’s
developed his theory which
identified two dimensions of satisfaction, namely motivation and hygiene. Hertzberg maintained
that the hygiene factors could not motivate employees but rather helped minimize dissatisfaction
levels if addressed. These hygiene factors include topics such as; company policies, supervision,
salary, interpersonal relationships and working conditions. The motivating factors addressed
topics such as: the work itself, achievement, recognition, responsibility, and advancement. If
continuously good levels are maintained in respect of these topics, a motivated work force is
created
Salabh bhardwaj Direct: 614-707-1510 salabh.bhardwaj@tgtus.com || www.tgtus.com
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