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Concepts of job satisfaction

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  1. Introduction
  2. Definitions
  3. Motivational factors
  4. Extrinsic factors
    1. Job expectation
    2. Salary
    3. Comparison of outputs
    4. Job security
    5. Performance appraisal
  5. Intrinsic factors
    1. Recognition and praise
    2. Autonomy or freedom
    3. Participative management
    4. Belongingness
    5. Career advancement
    6. Achievement
    7. Job significance
  6. Nature of work and job design
    1. Job variety
    2. Job monotony
    3. Challenging
    4. Liaison
    5. Contribution to groups
    6. Feedback
    7. Contribution to society
  7. Models of job satisfaction
    1. Subtractive models
    2. Multiplicative models
  8. Theories of job satisfaction
    1. Need satisfaction model job attitude
    2. Level of job satisfaction
    3. Stability of job satisfaction
  9. Determinants of job satisfaction
    1. Occupational level
    2. Job content
    3. Considerate leadership
    4. Pay and promotion opportunities
  10. Interaction in the work group
    1. Personal variables
    2. Predictions
  11. Process
  12. Effort
    1. Performance
    2. Aim of job satisfaction
    3. Economical aim
    4. Humanistic aim
    5. Theoretical aim
    6. Rewards
    7. Perceived equitable rewards
  13. Bibliography

Job satisfaction refers to an individual's general attitude towards his or her job. A person with a high level of job satisfaction holds a positive attitude towards his job. While a person is who is dissatisfied with his assignments hold a negative attitude. Job satisfaction is linked to productivity, motivation, absenteeism, waste accidents, mental health, physical health and general life satisfaction.

Locke defines job satisfaction as ?a pleasurable or positive emotional state resulting from the appraisal of one's job or job experience.? Job satisfaction is a result of employee's perception of how well their job provides those things that are viewed as important. It is generally recognized in the organizational behavior field that job satisfaction is the most important and frequently studied attitude.

[...] THEORIES OF JOB SATISFACTION Need satisfaction model job attitude G.R.Slancik and Pfeiffer (1977) analyzed the nature of need satisfaction model and their usefulness for understanding the individual's reaction to their job. The model posits that person have basic, stable relatively unchanging and identifiable attitudes, including needs. The model also assumes that jobs have a stable, identifiable set of characteristics that are relevant to those needs of individuals. Job attitudes are presumed to result from the correspondence between the needs of the individual, and the characteristics of the job are compatible with the person's needs, assumption is made that the persons is satisfied and, on occasion, further argument is made that the persons will be made more motivated to perform the job. [...]


[...] MODELS OF JOB SATISFACTION Subtractive models Ross and Zander (1957) and Morse (1953) have proposed subtractive model. This model assumes that need satisfaction is a function of the difference between the extent to which a need is met in work situation and the strength of the need. Accordingly, in determining the amount of need satisfaction they subtract an individual report concerning conditions in his work role from his report concerning the strength of a parallel motivation. Morse (1953) reported a positive association between an individual's report on changes of being promoted and satisfaction with promotional opportunities. [...]


[...] Personal Variables AGE Holding factors like occupational level constant indicates that this is generally a positive relationship between the age and job satisfaction up to the pre-retirement years; and then there is a sharp decrease in satisfaction. An individual aspires better and more prestigious jobs in the later years of his life. On finding his channels for advancement blocked, his satisfaction declines. EDUCATIONAL LEVEL With occupational level held constant, there is a negative relationship between the educational level and job satisfaction. [...]

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