...relating to job satisfaction is of major interest in the field of organizational behavior and the practice of human resources management now. The interest steamed from the belief that the satisfied employees are more productive than dissatisfied employees are. This interest induces the management academics to conduct many researches regarding different issues in the field of job satisfaction. Employees spend most of their time at work but they are not completely satisfied from their job that’s why satisfaction is not only important for employee’s wellbeing but also for organization wellbeing. Attainment of a high level performance through productivity and efficiency has always been an organizational goal of high priority. In order to do that highly satisfied work force is an absolutely necessity for achieving a high level of performance advancement of an organization. Satisfied worker leads to extend more effort to job performance, then works harder and better. Thus every organization tries to create a satisfied work force to operate the well- being of the organization. However, the total organizational performance depends on efficient and effective performance of individual employees of the organization. Therefore, every organization places a considerable reliance on their individual employee performance to gain high productivity in the organization. Employee effort is an important factor that determines an individual performance will be. When an employee feels a satisfaction about...
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...their jobs. Typically research has shown that satisfied employees or corporations are thought to be more productive. On the other hand, if workers are dissatisfied with their jobs, they are thought to be less productive and more prone to absenteeism and turnover. So HR departments need to measure employee job satisfaction and examine the correlations between these three variables (productivity, absenteeism, and turnover) with regard to possible extraneous variables. Human Resources Consulting, Inc. is hired by a medium-sized financial firm to conduct a survey addressing these topics. The survey, which is administered to the entire worker population, quantifies job satisfaction and employee. The general job satisfaction feedback will help HR in identifying the percentage of satisfied employees and the percentage satisfied in the areas of compensation, benefits, training, and supervisor relations. Research Objectives The purpose of this research is to identify the overall job satisfaction and whether it is related to the degree of absenteeism, intention to turnover, and perceived level of productivity among the employees. Specifically, this study aims to: • Determine the percentage of employees who are satisfied, overall, with their jobs and with which particular areas of job satisfaction (compensation, benefits, training, and supervisor relations). • Determine whether there is a correlation between the degree of absenteeism and job satisfaction and, if...
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...studies that examine the relationship between job satisfaction and job absenteeism as absence from work is commonly viewed as one of the options of being in a stressful work environment. According to Luthans (1995), research has generally revealed that when satisfaction is high, absenteeism tends to be low and when satisfaction is low, absenteeism tends to be high. Even though this link has been found to be rather moderate, the underlying assumption is that absence is at least in part, the result of dissatisfaction on the job (Anderson, 2004; Hardy, Woods & Wall, 2003). However, even though it makes sense that dissatisfied employees are more likely to miss work, absenteeism is a complex variable and is influenced by multiple factors. (Robbins, 1998; Robbins, Odendaal & Roodt, 2003; Spector, 1997). An employee might therefore be absent for various other reasons, than being dissatisfied with the job such as genuine illness or family responsibilities. ABSENTEEISM Unscheduled absenteeism affects almost every type of organization and according to Robinson (2002) the indirect cost of absenteeism can be up to three times higher than the direct costs of absenteeism. Therefore, it is critical that organizations recognize the degree of this problem due to the high cost associated with unscheduled absenteeism. JOB SATISFACTION One of the main factors to an organization’s success is employee satisfaction. Past studies have shown that an effective...
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...November, 2014 PRESENTED TO: Alice Muringu 1. JOB SATISFACTION 4 A. DEFINATION 4 B. IMPORTANT FACTORS USED TO MEASURE AND INFLUENCE JOB SATISFACTION 4 C. DETERMINANTS OF JOB SATISFACTION 5 i. The Evaluative Component 5 ii. The Cognitive Component 6 iii. The Affective Component 7 D. CAUSES OF JOB SATISFACTION 9 i. Job characteristic 9 ii. Social information processing (organizational characteristics) 10 iii. Dispositional (worker characteristics) 10 iv. Life Satisfaction 10 E. IMPACT FOR JOB SATISFACTION 11 F. JOB SATISFACTION APPLICATIONS 12 i. Company policies 12 ii. Salary/benefits 12 iii. Interpersonal /social relations 12 iv. Working condition 13 v. Achievement 13 vi. Recognition 13 vii. Autonomy 14 viii. Advancement 14 ix. Job Security 14 x. Work-life Balance Practices 14 G. MEASURES OF JOB SATISFACTION 15 i. Overall Job Satisfaction 15 ii. Job Descriptive Index (JDI) 15 iii. Global Job Satisfaction 16 iv. Job Satisfaction Relative to Expectations 16 v. Minnesota Satisfaction Questionnaire 16 vi. Job in General Scale 17 vii. Job Satisfaction Survey 17 viii. Job Satisfaction Index 17 ix. Job Diagnostic Survey 18 x. Career Satisfaction 18 H. REFERENCE 20 * JOB SATISFACTION DEFINATION Job satisfaction is the level of contentment a person feels regarding his or her job. This feeling is mainly based on an individual's perception of satisfaction. Job satisfaction can be influenced by a person's ability to...
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...PROGRAM Organizational BehaviorPersonal Reflection About Job SatisfactionSubmitted by ; Mr. Lynn Pyi(Austria) Submitted to ; Dr. Ioan Voicu | Student ID ; 5819019 | | Date; 21, September, 2015 | Personal Reflection of Job Satisfaction Job satisfaction is a pleasurable or positive feeling about a job and it is one of most important job attitudes. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects of facets of jobs, such as nature of work or supervision. Others believe it is not so simplistic as this definition suggests and instead that multidimensional psychological responses to one's job are involved. Job satisfaction of employees improves the organization or company’s advantages. A person with a high level of job satisfaction holds positive feelings about his or her job, whereas a person with a low level holds negative feelings. Job satisfaction scales vary in the extent to which they assess the affective feelings about the job or the cognitive assessment of the job. Affective job satisfaction is a subjective construct representing an emotional feeling individuals have about their job. Job satisfaction can also be seen within the broader context of the range of issues which affect an individual's experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships with...
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...http://www.emeraldinsight.com/researchregister The current issue and full text archive of this journal is available at http://www.emeraldinsight.com/0268-3946.htm The relationships of age and length of service with job satisfaction: an examination of hotel employees in Thailand Shah Jalal Sarker School of Applied Statistics, University of Reading, Reading, UK Alf Crossman School of Management, University of Surrey, Guildford, Surrey, UK, and Parkpoom Chinmeteepituck Novotel Lotus Hotel, Bangkok, Thailand Keywords Job satisfaction, Age groups, Hotels, Thailand Abstract Earlier studies suggest age is positively associated with job satisfaction, while others use length of service, or tenure, as a predictor of job satisfaction levels. This article examines whether age and tenure are individual determinants of satisfaction, or whether there is an interaction between the two. The results indicate that employee age is not significantly associated with overall job satisfaction level, but that tenure is. There is also significant relationship between tenure and facets of satisfaction (job, pay and fringe benefits), but the effect of tenure on satisfaction is significantly modified by age. The search for an understanding of the causes of job satisfaction or dissatisfaction is an ongoing area of interest for social scientists and managers; the premise being that satisfied workers will be more productive and remain with the organization longer, whereas dissatisfied workers...
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...Job Satisfaction Overview: Job Satisfaction is how content an Individual is with his or her Job. It is a positive feeling about a job resulting from an evaluation of its characteristics. Researchers have divided Job satisfaction into 2 sub Categories: Affective Job Satisfaction and Cognitive Job Satisfaction Affective Job Satisfaction: The extent of pleasurable feelings one has about his or her job. Cognitive Job Satisfaction: The extent to which Individuals are satisfied with different facets of the Job like pay, promotion opportunities, working hours, pension, The quality of relationships with co-workers etc. It is always not easy to measure Job Satisfaction as different people have different definitions and perceptions. An individual’s performance can be impacted if he or she is satisfied with the job or not but some studies have shown that some high performing employees are not satisfied with their job. If management is concerned about Job satisfaction of their Employees, Then it should conduct various surveys to find out the satisfaction level of their Employees and would consider seeking advise from their Employees on how to increase their overall level of Job Satisfaction. According to an Article published in Economic Times, 60 % of the people think that less job satisfaction is their primary reason of Unethical behavior at work second only to the lack of personal integrity. 91% said workers who enjoy a good work-life balance are more likely to behave ethically...
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...Given the recent findings which indicate that job satisfaction is largely genetically determined, why should managers care about employee job satisfaction? Please, discuss. The role of employee job satisfaction in the overall performance of the firm is factually very important. Indeed, in the case of job dissatisfaction, employees tend to be more focused on the negative aspects of their work rather than on achieving their objectives, so they are less involved and less concentrated which affects directly the quality of the resulting work. Therefore, this could have serious negative consequences on the company itself notably the reduction of its performance and profitability due to a lower productivity, the risk of missing interesting opportunities due to the lower concentration and lower creativity from employees, or even worse, the risk of facing losses that the company could have avoided and that could have been caused by heavy mistakes due to negligence. So ensuring employee job satisfaction is essential to avoid unnecessary damages but also to optimize the overall performance of the organization. In fact, job satisfaction of employees enables to encourage their motivation and thus to increase their efficiency and productivity, and even sometimes to boost their creativity, resulting in enhanced performance and higher profits for the company. As a result, it is essential that managers care about job satisfaction, particularly concerning employees in charge of critical missions...
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...ABSTRACT I always thought that job satisfaction is only the positive feelings that one has towards a job. Maybe it is because of the word satisfaction, which is defined as fulfillment of one's wishes, expectations, or needs, or the pleasure derived from this. However job satisfaction is not only positive feelings but also negative feelings that an individual has toward a job. There are many factors to consider when fulfilling job satisfaction. The five facets that JDI – Job Descriptive Index questionnaires uses to measure of job satisfaction are: the work itself – responsibility, interest, and growth; quality of supervision – technical help and social support; relationship with co workers – social harmony and respect; promotion opportunities – chances for further advancement; and pay – adequacy of pay and perceived equity vis-à-vis others. Judging by my experience I would have to say that these factors are accurate because these are the characteristics I reflect on when I consider job satisfaction. Entering the working world I was unaware of these facets, but as my work experience broadens I slowly realize what job satisfaction is to me. PROBLEM STATEMENT During this time of recession people are lucky enough to have work in this economy, yet more are becoming unhappy with their jobs. Based on a poll taken by Gallup, job satisfaction has been decreasing. According to a recent survey that was taken only 45% of respondents said they are happy with their employment situation...
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...“What do you think people want from their jobs? Higher salary? Security? Good relationships with co-workers? Opportunities for growth and advancement - or something else altogether?” We all aspire to get a job that will give us utmost satisfaction in the future, but do we really know what job satisfaction is and why is it important? As future employees and employers, most of us will spend a huge amount of our waking hours at work; hence, job satisfaction will play a huge role in our lives. Today, I’m going to discuss with you what job satisfaction is why is it important to future employees and employers like us. The concept of job satisfaction has been developed in many ways by many different researchers and practitioners. It was defined by Locke (1976) as a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences. Some of the common theories of job satisfaction include the affect theory, two-factor theory, dispositional theory, and job characteristics model. The affect theory argues that a person’s job satisfaction can depend on two factors: the expectations he has for a job, and the actual things that he is going to get in that job. The smaller the gap between these two, the more chances he is satisfied in his work. According to the two-factor theory, there are two separate sets of factors contributing to motivation - motivational and maintenance factors. Motivational factors acknowledge intrinsic factors; while maintenance...
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...and Job Satisfaction Published by admin at 11:14 am under Example of Research Papers Thesis Statements: Attitude and Job Satisfaction: A worker attitude towards work is directly linked to the job satisfaction; a worker who is satisfied with his job performs better and excels at what he does. It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity. Introduction Worker attitude and job satisfaction deals with how an organization behaves. It involves the management directing employees into improving organizational and personal effectiveness. It plays an enormous role in determining the attitudes of employees and their job satisfaction. When an employee is happy, it is usually because they are satisfied with their work. This also improves the quality of their work. Attitude and job satisfaction may not fall completely on the management but also on the employees. If employees enjoy their work, they will not need external motivation from management, but instead the satisfaction they attain from completing their work will motivate them (Robbins, 2004). Job satisfaction is an individual’s contentment with their work. Its effect on productivity is either positive or negative. The relationship between job satisfaction and job productivity is however not consistent. An individual may still obtain high job productivity without having the satisfaction in...
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...Job Satisfaction Since I was a child, I had always thought that people only worked in order to earn money. These people got jobs they did not enjoy their work. As a result, people feel stress and resentment as they struggle with the day-to-day demands of their jobs. I formed this impression because of my childhood experience of observing my father’s attitude toward work. Everyday my father would come home and complain about his boss, co-workers, and work. He made me think that work is drudgery and he only needed to do it just because he has a family to support. This idea strengthened within me as I grew up, hearing him berate his employers all the time. However, my impression about work has changed as I have been exposed the working world. I started to understand the nature of having a job. It is totally different than what my father had portrayed it. In fact, I have come to realize that having a job is not just about having the means to earn a living but also as a means to maximize one's potential. According to Harding Lawrence "Don't set compensation as a goal. Find work you like, and the compensation will follow" (Career-Success-for-Newbies). Lawrence has aptly summed up what people should aim for when looking for a career. A career should be something that brings satisfaction. Higher pay is welcome; however, if the job does not pay much as others, the person who is doing it must not complain as my father did because he enjoys doing it. For example, I work part time in the...
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...Job Satisfaction It is very important for an organization to maintain all employees’ job satisfaction especially in the service industry. By providing job satisfaction to all employees, it will help reduce problems and cut costs such as decreasing absenteeism rate of all staff, increase productivity level, lower turnover rates, saving up on training costs and also advertising costs for recruiting new employees. When employees are satisfied with their jobs, employees will retain and also stay loyal to the company. The cause of dissatisfied employees can be caused by following reasons: * No recognition from the company * Not happy with co-workers * Lack of training * Management style used by supervisors * Tool & resources available to complete tasks. One of the common problems to be found during my internship at the Holiday Villa, Subang Jaya was communication problems between staff and guests which I find that is was quite a major problem as communication is a very important tool for conveying messages and it is also a daily routine. This problem is faced primarily in the Housekeeping Department by the supervisors and housekeeping maids. The problems faced by them are they cannot communicate in English. Even the supervisors and desk clerks face these problems when they were contacted by guests for requests. The problem in Malaysia’s Hospitality Industry is graduates with higher qualifications choose jobs which offer higher pays and jobs with better benefits...
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...take his place or influence children in the manners or degree; it is possible, for him alone to do. It is strongly believed that be a teacher is to be a member of holy order. That is why instead of putting all the blame to them why not try to investigate and find ways on how to help them achieve the kind of lifestyle they deserve. Why not try to know the things that my satisfied them with their noble job Since according to Rao, R. B. 1989, the quality on effectiveness of teachers is considered to be associated with his satisfaction towards his profession. Job satisfaction represents the considerations 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 aspect of the job. The traditional model of job satisfaction is that it is consist of the total body of feeling that an individual has about his job. This total body of feeling involves in effect his personal factors (such as age, gender, civil status, number of children, race and others) and job factors such as (pay, promotion, loads of teaching, relationship with his superior and...
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...Report On Employee job satisfaction of Al-ArafahIslami Bank Limited Supervised By/ submitted To ……………………………………… Lecturer, department of Management Bangladesh University of Business & Technology (BUBT) Prepared By/ Submuitted By ………………. ID.No: ……………….. ………….. Intake, (Major in …………) Bangladesh University of Business & Technology (BUBT) Date of Submission: 19-05-2013 Letter of Transmittal 18thMay, 2013 To ………………………. Lecturer, The Department of Accounting Bangladesh University of Business & Administration (BUBT) Mirpur-2,Dhaka-1216. Subject: Submission of Internship Report on “Employee Job Satisfaction of Al-ArafahIslami Bank Limited.” Dear Sir, I am delighted to submit my report on “Employee Job Satisfaction of Al-ArafahIslamiBank Ltd” which has been prepared as a partial requirement of the internship program in Bangladesh University of Business & Technology (BUBT). This report highlights the observing of job satisfaction of the employee.I have tried my best to complete my internship program successfully. The whole experience of the internship program enabled me to get a feel of the real life situation. I believe that the knowledge I have gained and the effort contributed in preparing this report will be helpful in my coming life. I earnestly hope that this report will come up to your expectation and satisfaction. Sir, I would be grateful to you if you accept this report and give your assessment on it. Sincerely...
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