job satisfaction


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Job Satisfaction

A measure of how much a person likes his/her work. Job satisfaction encompasses a variety of tangible and intangible aspects, including pay, contentment with co-workers, and how much one likes the work itself. Some companies take various steps to improve job satisfaction in the belief that happy employees make good employees.

job satisfaction

the satisfaction that an individual gains (or does not gain) from his or her job. It is generally believed that satisfied employees will be more highly motivated and will work more productively than dissatisfied employees. Job dissatisfaction may lead to ABSENTEEISM, LABOUR TURNOVER, INDUSTRIAL ACTION, etc.

The study of job satisfaction and its determinants has traditionally formed an important component of the SOCIOLOGY OF WORK. HUMAN RELATIONS writers argued that job satisfaction could be encouraged by managerial policies and practices that encouraged a sense of belonging. The rationale for this is that (in their view) people want to belong to a community: by experiencing a community at work workers will feel satisfaction in their work (see ANOMIE). More commonly, technology has been viewed as an important casual factor in job dissatisfaction. American sociologist Robert Blauner (1929 -) argued that, in general, job satisfaction declined in the shift from craft through machine to assembly-line technology but then increased with the adoption of continuous process production, i.e. that found in modern petrochemical plants. In his view, the experience of dissatisfaction could have four dimensions: a sense of powerlessness, of meaninglessness, of isolation and of self-estrangement (see ALIENATION). Today most writers and practitioners take the view that, whilst technology can have certain effects on job satisfaction, there is no necessary form of WORK ORGANIZATION associated with any particular type of technology (see SOCIO-TECHNICAL SYSTEM). It is, therefore, possible to modify work organization to make work more satisfying (see JOB DESIGN AND REDESIGN).

Other writers, however, have followed Karl Marx (1818-83) in asserting that job dissatisfaction is an endemic feature arising from ALIENATION in capitalist society and hence can never be eliminated whilst capitalism remains in existence.

In recent years many analysts of job satisfaction have argued that in looking for the causes of dissatisfaction the focus of study should be widened from analysis of the job itself. Psychologists have argued that workers' experience of job satisfaction is influenced by their expectations of the job. If they have expected that a job would be tedious their dissatisfaction tends not to be as great as if they had expected it to be exciting. In a not dissimilar vein, sociologists have suggested that workers' experience of dissatisfaction is determined to some extent by their ORIENTATIONS TO WORK. If their primary reason for undertaking a certain job is to achieve a high income they do not experience strong dissatisfaction even if the job is tedious and repetitive (as long as it pays well). As one sociologist put it, ‘they see the wound but feel no pain’.

References in periodicals archive ?
Through the past several decades of empirical research in organizational behavior and other related fields, a great deal of literature has documented the factors that contribute towards employee work outcomes mainly job satisfaction and organizational commitment in an organization.
The maximum likelihood principle is applied in estimating each job satisfaction factor score.
This negative underlying trend mirrors the long-term picture: While job satisfaction topped 60 percent in the late 1980s and stood at 58.
The majority of previous studies used logistic regression analysis and several statistical tools for analyzing the data and some study, compared neural networks with conventional statistical tools to evaluate the job satisfaction attributes, but this is a study which uses neural network to find out the normalized importance of individual job satisfiers of employees towards work commitment and more specifically this study uses Multilayer Perceptron neural network model which is more advantageous than some of the other statistical tools like logistic regression analysis (Huang 2012).
A review of literature suggests that job satisfaction is positively correlated to organizational commitment (Moynihan, Bosswell and Bondreau, 2000), productivity (Bockerman and Ilmakunnas, 2012) and job performance (Hira and Waqas, 2012).
As discussed, P-J fit has been seen to have a positive impact on employee attitudes like job satisfaction and organizational commitment and negative impact on turnover intentions.
Fisher and Hanna (1939) has described the job satisfaction as a psychological factor and define it as an emotional adjustment to the job and job requirements.
This exodus is driven by workers that value the wide range of professional and personal benefits that a good employer can bring: career progression, job satisfaction and development of expertise.
Our study aimed to resolve inconsistencies in the research literature about whether or not workplace disclosure of sexual identity relates positively to job satisfaction.
The latter in particular may be indicative of lower job satisfaction for rural principals, since job satisfaction is closely linked to absenteeism and staff turnover (Barber, 1986; Freudenberger, 1975; Mobley, 1977).
India, analyzes the job satisfaction of female librarians in university and college libraries in India.