JOB SATISFACTION

Job satisfaction refers to the general attitude of employees towards their jobs.

When the attitude of an employee towards his or her job is positive , there exists job satisfaction. Dissatisfaction exists when the attitude is negative.

According to Feldman and Arnold “Job satisfaction is the amount of overall positive effect or feelings that individuals have towards their jobs”.

Organizational Factors: 1) Salaries and Wages 2) Promotion Chances 3) Equitable Rewards Personal Factors: 1)Age 2)Level of EducationWork Environmental Factors: 1) Supervisions 2) Work Groups 3) Working conditions

Herzberg’s Motivator-Hygiene Theory :Every worker has two sets of needs or

requirements: motivator needs and hygiene needs.

Motivator needs refers to the achievement, recognition, responsibility etc., the presence of which causes satisfaction but their absence does not result in dissatisfaction.

Hygiene needs are associated with the salary , working conditions, job security etc., the absence of which causes dissatisfaction but their presence does not result in job satisfaction.

To determine how satisfied they are with their jobs, workers compare their job to some “ideal job.” This “ideal job” could beWhat one thinks the job should be likeWhat one expected the job to be likeWhat one wants from a jobWhat one’s former job was like

Each worker has a typical or characteristic level of job satisfaction, called the steady state or equilibrium level.

Different situational factors or events at work may move a worker temporarily from this steady state, but the worker will eventually return to his or her equilibrium level.

PerformancePerformance: Satisfied workers are only slightly more likely to perform at a higher level than dissatisfied workers.

AbsenteeismAbsenteeism: Satisfied workers are only

slightly less likely to be absent than dissatisfied workers.

TurnoverTurnover: Satisfied workers are less likely to leave the organization than dissatisfied workers.

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Turn over & Absence

Employee turnoverAbsenc

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High

Low

EVLN Model

EXIT: dissatisfaction expressed through behavior directed towards leaving the organization.

VOICE: dissatisfaction expressed through active and constructive attempts to improve conditions.

LOYALTY: dissatisfaction expressed by passively waiting for conditions to improve.

NEGLECT: dissatisfaction expressed through allowing conditions to worsen.