...Job Satisfaction PSY/428 Job Satisfaction In today’s demanding and stressful work environment, a majority of employees are looking for more than just a place to earn a paycheck, but a place to grow, learn, and be committed to a common goal. To be a successful organization, employers must ensure that their workforce is satisfied. Successful organizations realize that job satisfaction, or the experience and attitudes that an employee has about his or her job, has many variables that contribute to how satisfied an employee is about his or her employer. Some of these variables are pay, benefits, promotions, work climate, work conditions, safety, and the job role itself. To understand the subject of job satisfaction clearer, Team D will define job satisfaction, explain the impact that organizational socialization has on job satisfaction and provide an example of how an organization can use organizational socialization to positively impact job satisfaction. In addition, Team D will describe the relationship between organizational commitment and job satisfaction as well as providing an example of how an organization can use organizational commitment to positively impact job satisfaction. Job Satisfaction Definition According to Christen and Soberman, there is a significant relationship between the effort an employee puts forth on-the-job, their job performance, and his or her job satisfaction (Christen & Soberman, 2006). However, the question still lingers of what exactly...
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...Job Satisfaction in Organizational Psychology Job satisfaction can be known to some people as an important element in their lives. If an individual is unhappy with their occupation it may affect other parts of their life. Job satisfaction can be seen in what one wants in a job as to what one has in their current job. Definition of Job Satisfaction Job satisfaction can be defined as an attitude or feeling one can have toward ones job. Job satisfaction is "the extent to which people like (satisfaction) or dislike (dissatisfaction) in their jobs. (Spector 1997) One of the biggest studies in job satisfaction was the Hawthorne studies which were credited to Elton Mayo in the year's nineteen twenty-four to nineteen fifty-three. Elton Mayo was from Harvard Business School who sought to find the effects of various conditions focusing on workers' productivity. His study showed that changes in work conditions temporarily increased productivity which is also known as the Hawthorne Effect. Some individuals may form an attitude towards their jobs by taking into account their feelings, beliefs and behavior. All these different factors can affect ones job satisfaction Example of Organizational Socialization and Job Satisfaction A great example of how organizational socialization goes a long way in ensuring job satisfaction is in the United States military. When a person decides to join any branch of the military there is a process in becoming a soldier. The organizational socialization...
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...Job Satisfaction Paper PSY/428 Job Satisfaction Satisfaction that someone finds in a job can be relative in nature and can differ considering the vast amount of variables that play into defining it. This paper will define what job satisfaction is, while explaining the impact organizational socialization has on it. There will be examples provided of how an organization can use organizational socialization to positively impact job satisfaction, and the relationship between organizational commitment and job satisfaction. Finally, it will deliver an example of organizational commitment being used to impact job satisfaction. Definition of Job Satisfaction Job satisfaction is defined as individual’s contentment at his or her employments. As per I/O Psychologist and Human Resources have two major characteristics. These two is called Affective Job Satisfaction and Cognitive Job Satisfaction, both have variations in definitions and its characteristics. The first one is called Affective job satisfaction – it is a one dimensional fields that explains the general affection and passion of an individual towards their chosen line of work. For example, an individual is seeking for a job, and he or she has an interview with two different companies that he or she applied for, both employer hired him or her, one company offers a better salary compared to the other one but the other company has a better job description that he or she is passionate with, the specific...
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...RUNNING HEADER: Job Satisfaction Team Paper Job Satisfaction Team Paper PSY428 June 21, 2010 Maria Cuddy-Casey Job Satisfaction Team Paper With today’s ever-changing, stressful environment individual job satisfaction is critical to the success of any organization. Today’s individuals are looking for more than a job; they are searching for a career that will challenge them, allowing them to grow and progress within the organization. They need a sense of accomplishment while allowing the flexibility to be creative. It is these employees who find satisfaction in their positions. They are more productive, efficient, and effective; contributing to success of the company. The purpose of this paper is to define job satisfaction and its affect within the workplace. It will explain the impact that organizational socialization has on job satisfaction as well as providing an example of how an organization can use organizational socialization to positively impact job satisfaction. Finally, it will describe the relationship between organizational commitment and job satisfaction as well as providing an example of how an organization can use organizational commitment to positively impact job satisfaction. Define Job Satisfaction Employees who are happy and content at work are satisfied with their job. Employers are placing more emphasis on employee job satisfaction. Employees who are satisfied with their job have better retention, camaraderie with fellow staff...
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...Job satisfaction is an affective reaction to an individual’s work situation, and has been described as a positive emotional response resulting from appraisal of one’s job (Sharma & Jyoti, 2006). Job satisfaction describes how content a person is with his or her job. People have different opinions and aspects towards his or her job and this is where organizational psychology helps employees to see how they can help employees be satisfied in his or her job or how satisfied he or she are. Organizations provide evaluations to see how satisfied employees are and to determine what is it that organization can do to provide employee job satisfaction. If all employees are satisfied with his or her job then everyone will get along and the organization will more likely succeed. In the following paragraphs team c will be defining job satisfaction, impact that organizational socialization has on job satisfaction, example how organization can use organizational socialization to positively impact job satisfaction, relationship between organizational commitment and job satisfaction, and example of how an organization can use organizational commitment to positively impact job satisfaction. Job Satisfaction Defined According to Bower, job satisfaction is in regard to one’s feelings or state-of-mind regarding of their work. Job satisfaction is something organizations need to make sure employees are happy with his or her duty because in order for organizations to be successful they must continuously...
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...the socialization gives us the tools to fill our evolutionary roles. They are our building blocks.’ (Dr. Warren Thomas Farrell) Organizational socialization is the ‘learning process’ by which new members learn the skills required by the organization, develop roles and adapt to norms of the organization. As Shibutani (1962) suggests, it provides individuals with a preview of the work life that is to follow and directs experience, orders and enhances interactions in the work setting, and also provides the ground rules under which everyday conduct is to be managed. Research suggests that organizational socialization leads to positive outcomes for workers- it reduces role ambiguity and prevents role conflict. Members who socialize in organizations also have a higher job satisfaction, lower turnover, greater organizational commitment and reduced intentions to leave. According to a report by John Van Maanen and Edgar H. Schein MIT organizational socialization will reduce the tension by entering an unfamiliar situation. There are three stages of socialization; Firstly, the anticipatory socialization involves anticipation of roles and norms of the organization. Secondly, the member proceeds to encounter socialization where they build expectations about organizational life encounters on a day-to-day basis. Lastly, the process of role management is when the members focus on fine-tuning roles in the organization. (Gary Johns, Alan M Sacks). There are five methods of organizational socialization...
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...Journal 2009, Vol. 52, No. 3, 527–544. CHANGE IN NEWCOMERS’ SUPERVISOR SUPPORT AND SOCIALIZATION OUTCOMES AFTER ORGANIZATIONAL ENTRY MARKKU JOKISAARI Finnish Institute of Occupational Health JARI-ERIK NURMI University of Jyväskylä Using a four-wave longitudinal research design and a latent growth modeling approach, we modeled change in newcomers’ perceived supervisor support and socialization outcomes (role clarity, work mastery, job satisfaction, and salary). Further, the role of perceived supervisor support in socialization outcomes was examined. The results showed that, on average, newcomers’ perceived supervisor support declined during the period 6–21 months after organizational entry. The results showed further that the steeper the decline in perceived supervisor support, the greater the rate of decrease in role clarity and job satisfaction, and the slower the increase in salary over time. Organizational socialization is an important process for both newcomers and organizations. How newcomers “learn the ropes” and assimilate to an organization during this socialization process presumably has long-lasting effects on their job attitudes and behavior (e.g., Schein, 1978; Wanous, 1992). A pivotal assumption in the organizational socialization literature is that interaction between newcomers and organizational insiders, such as supervisors, plays an important role in newcomers’ socialization and related adjustment to work (e.g., Graen, 1976; Louis, 1990; Reichers, 1987). Despite...
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...Organizational Psychology Paper Job Satisfaction Paper Rough Draft What is job satisfaction? The answer to the popular question can be as unique as each individual that the question is presented to. According to Christen and Soberman, there is a significant relationship between the effort an employee puts forth on the job, their job performance and their job satisfaction (Christen & Soberman, 2006). However, the question still lingers of what exactly is job satisfaction. Job satisfaction is essential component within any organization and needs to be clearly defined. Managers and organizational leaders must have a clear understanding of what job satisfaction is before they can effectively address the subject with their employees. Jex and Britt provided a basic definition of job satisfaction that simply states job satisfaction is “an employee’s overall evaluation of his or her job as favorable or unfavorable” (Jex & Britt, 2008). The components that are included in determining an employee’s level job satisfaction are the feelings, thoughts and behaviors that are associated with their job. In addition to determining the components that are included in gauging an employee’s level of satisfaction, there are also various indicators. An employee can express their level of job satisfaction in a number of ways. Employees can express their satisfaction or dissatisfaction verbally, physically or emotional. Employees can express their job satisfaction verbally...
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...Job Satisfaction and Organizational Commitment with Google Geraldine Burroughs Professor Berkina Porter BUS322 – Organizational Behavior February 9, 2014 According to Jane Williams, industrial organization psychologist, from Indiana University and Purdue University says that Organizational Commitment and Job Satisfaction are two are the most important work attitudes needed in today’s organizational psychology. Organizational commitment and job satisfaction are very closely related to each other. Job satisfaction is defined “a pleasurable or positive emotional state resulting from the appraisal of one's job and job experiences.” (Locke, 1976). Job satisfaction is one of the most measured variables by organization from every industry. The reason organizations pay large amounts of money to obtain this information is it helps to determine the state of moral of their employees. Another reason for knowing job satisfaction among employees is research has discovered a correlation between job satisfaction and other variables such as organizational commitment, life satisfaction, family satisfaction, and performance on the job. The first test convergence means that when there are two separate tests done on job satisfaction they must correlate highly with each other. The second test of discrimination means that the test needs to measure different variables. For example researchers may want to know how people view their world...
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...With today’s ever-changing, stressful environment individual job satisfaction is critical to the success of any organization. Today’s individuals are looking for more than a job; they are searching for a career that will challenge them, allowing them to grow and progress within the organization. They need a sense of accomplishment while allowing the flexibility to be creative. It is these employees who find satisfaction in their positions. They are more productive, efficient, and effective; contributing to success of the company. The purpose of this paper is to define job satisfaction and its affect within the workplace. It will explain the impact that organizational socialization has on job satisfaction as well as providing an example of how an organization can use organizational socialization to positively impact job satisfaction. Finally, it will describe the relationship between organizational commitment and job satisfaction as well as providing an example of how an organization can use organizational commitment to positively impact job satisfaction. Define Job Satisfaction Employees who are happy and content at work are satisfied with their job. Employers are placing more emphasis on employee job satisfaction. Employees who are satisfied with their job have better retention, camaraderie with fellow staff members, and produce a higher quality of work. A few attributes help to achieve job satisfaction these include attitude, benefits, promotional opportunities, management...
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...members serve as models for the behaviour of others. 3. Internalization. Some conformity to norms occurs because individuals have truly and wholly accepted the beliefs, values, and attitudes that underlie the norm. Internalization occurs when individuals have truly and wholly accepted the beliefs, values, and attitudes that underlie the norm. Organizational Socialization Socialization is the process by which people learn the norms and roles that are necessary to function in a group or organization. Socialization methods (realistic job previews, employee orientation programs, socialization tactics, mentoring, proactive tactics) influence immediate or proximal socialization outcomes such as learning, task mastery, social integration, role conflict, role ambiguity, and person–job and person–organization fit. Proximal outcomes lead to distal or longer-term outcomes such as job satisfaction, organizational commitment, organizational identification, organizational citizenship behaviour, job performance, stress, and turnover. An important goal of socialization is to help newcomers assimilate and fit into the organization. Person-job fit refers to the match between an employee’s knowledge, skills, and...
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...Job Satisfaction Paper In job satisfaction, helping people is very important role that takes in success for individual in organization. Job satisfaction is a worker's sense of achievement and success is generally perceived to be directly linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Job satisfaction benefits the organization includes reduce in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked to a healthier work force and has been found to be a good indicator of longevity. Although, only little correlation has been found between job satisfaction and productivity Creating job satisfaction you have to have flexible work arrangements, possibly including telecommuting. Training other professional growth opportunities are interesting work that offers variety and challenge and allows the worker opportunities to "put his or her signature" on the finished product. Opportunities that use in one's talents and creative opportunities; it takes responsibility and direct one's own work. A stable secure work environment that includes job security or continuity is environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members. Flexible benefits, such as child-care and exercise facilities. Organizational...
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...Impact of Socialization on Job Satisfaction Job satisfaction is dependent of many factors, which include rate of pay, supervision, and socialization. Of these three components, managerial attention has been directed at the area of socialization. Socialization is the process of integrating individuals into established organizational cultures ( Journal of Managerial Issues, 2005). Studies have been conducted for decades on improving techniques of socializing new members into organizations. The results of these studies have found that greater organizational commitment is the result when an individual is successfully socialized into an organization. The individual and organization come to share similar views to form a cohesive unit. By creating an environment that is conducive to positivity, the workforce is more is more likely to remain with that organization and reduce turnover. The initial employment socializing process is therefore critical in setting the impression of the organizational culture with the new employee. Human resources managers and organizational psychologists continuously develop techniques and methods to ease new individuals into the transition during the orientation process. Primerica Financial Services is a company that is based on effective socialization of new recruits to its sales force. New representatives are given personal field training with experienced agents to observe proper procedures when meeting with clients. Attendance at company...
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...Chair, Ramon Llull University Av. Torreblanca 59, 08172, Sant Cugat del Vallès, Barcelona, Spain simon.dolan@esade.edu Shay S. Tzafrir Department of Human Services, University of Haifa Mount Carmel, Haifa, 31905, Israel stzafrir@research.haifa.ac.il September 2012 Abstract Extant literature on value congruence is fragmented due to different methodological treatments and theoretical perspectives. Proposing a typology of the value congruence concept, this paper reviews several key themes in value congruence research including staffing, socialization, leadership, job attitudes, performance, among others. By reviewing related antecedents and outcomes, discussing underlying theoretical perspectives, and highlighting future directions, this paper integrates value congruence research into a comprehensive framework. Managerial implications are also discussed where relevant. Keywords: Fit; Interactional psychology; Organizational culture; Person-organization fit; Value congruence. __________________________ * Corresponding author Value congruence in organizations: Literature review, theoretical perspectives, and future directions 3...
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... | | |College of Social Sciences | | |PSYCH/570 Version 2 | | |Organizational Psychology | | |Dr. Kathleen Hughes De Sousa | Copyright © 2010, 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course is an in-depth look at organizational psychology and therefore covers the organizational side of the field, including the impact of the organizations on the individual and on groups of individuals. The dynamics and cultural characteristics of organizations are identified and described in-depth, and organizational development and change are given particular emphasis as well. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies...
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