Done By: Dr. Marwa Abd El Kader Muhammad

Job Satisfaction

Job Satisfaction Overview

According to Bernstein & Nash, 2008, job satisfaction has emotional, cognitive and behavioral components

Locke (1976), defined job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences”.

Figure: Components of job satisfaction (The Pennsylvania State University, 2010).

Causes of Job Satisfaction/Dissatisfaction

Figure : Job Satisfaction Model (Field, 2008).

Note That:

Life satisfaction may positively influence job

satisfaction, and job satisfaction will also

positively influence life satisfaction.

The Importance of Job Satisfaction:Job satisfaction is linked and correlated to many variables,

including performance, absenteeism, and turnover.

A link between job satisfaction and job performance is not as strong as one would initially believe. The weak link may be attributed to factors such as job structure or economic conditions. For example, in times of high unemployment, dissatisfied employees will perform well, choosing unsatisfying work over unemployment.

The link between absenteeism and job satisfaction is weak. It is likely that a satisfied worker may miss work due to illness or personal matters, while an unsatisfied worker may not miss work because he or she does not have any sick time and cannot afford the loss of income. When people are satisfied with their job they may be more likely to attend work even if they have a cold; however, if they are not satisfied with their job, they will be more likely to call in sick even when they are well enough to work.

A person is more likely to be actively searching for another job if they have low satisfaction; whereas, a person who is satisfied with their job is less likely to be job seeking.

Application of Job Satisfaction in the Workplace

Factors impacting job satisfaction ( Employee Retention Headquarters)

Measures of Job Satisfaction:"By creating an environment that promotes job satisfaction, you are developing employees who are motivated, productive and fulfilled” (Syptak, Marsland, & Ulmer, 1999).

Figure: Herzberg's Two-Factor Theory (Herzberg, 1968; Herzberg, Mausner, & Snyderman, 1959).

According to the exit-voice- loyalty-neglect framework (Farrell, 1983), employees’ response to dissatisfaction with the workplace can take four forms, each of which differs from the others on two dimensions: active vs. passive and constructive vs. destructive. The four responses are:

The Consequences of Job Dissatisfaction

Measures of Job Satisfaction:

• Voice is an active and constructive response

• Neglect is passive and destructive.

• Exit is destructive and active response

• Loyalty is a passive but constructive

Loyalty: loyalty refers an employee’s attitude of trust toward the organization. It can manifest itself as a passive

Exit: exit refers to behavior aimed at

leaving the company .

Voice: voice refers to employ initiative to improve conditions at the organizations

4.Neglect: By performing inadequately at work, the employee is allowing conditions to deteriorate

Anxiety

Job dissatisfaction can lead to :

How to Solve

Job Dissatisfaction

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References :• https://wikispaces.psu.edu/display/PSYCH484/11.+Job+Satisfaction• Arvey, R. D., Bouchard, T. J., Segal, N. L., & Abraham, L. M. (1989).

Job satisfaction: Environmental and genetic components. Journal of Applied Psychology, 74, 187-192.

• Bacharach S., Bamberger P., & Conley S. (1991). Work-home conflict among nurses and engineers: Mediating the impact of role stress on burnout and satisfaction at work, Journal of Organizational Behavior 12(1): 39-53.

• Baker, W. K. (2004). Antecedents and consequences of job satisfaction: Testing a comprehensive model using integrated methodology. Journal of Applied Business Research, 20(3), 31-44.

• Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review, 84,191-215.