Job satisfaction is a set of favorable or unfavorable feelings and emotions with which employees view their work. Job satisfaction is an effective attitude - a feeling of relative like or dislike toward something. The term job satisfaction not only covers the satisfaction derived from the job by workers but their surroundings, Supervisor and manager, his way of approaching and handling workers, nature of communication, work place, work facilities, etc. If one company wants to sustain permanently in the market, that concern should work with "satisfied employees". Satisfied employee not only increases the company's corporate status in and around the society but also increases the social values. If all action and reaction of the company morale goes down, it automatically tells us that the company is working with unsatisfied employees. If that scenario is allowed to continue, it not only decelerates the production level, but also erases the company from the market picture. Job satisfaction of the employees is not in the hand of the employees. So, top management must take serious steps for the satisfaction and development of the employees.
[...] LEVEL OF JOB SATISFACTION The level of job satisfaction across groups is not constant, but is related to a number of variables. The key variables revolve around age, occupational level and organizational size; the important aspects of job satisfaction for many people are the amount of personal closeness, friendship and small group teamwork. Dissatisfied employees may engage in psychological withdrawal, physical withdrawal or even acts of aggression and relation for presumed wrong. Whereas satisfied employees may provide acts of customer service beyond the call of duties, have sparking work records, and actively show excellence in all areas of their jobs. [...]
[...] Job content: The greater the variation in job content and the less repetitiveness with which the tasks must be performed, the greater the satisfaction of the individuals involved. Considerate leadership: People like to be treated with consideration. Hence, considerate leadership results in higher job satisfaction than inconsiderate leadership. Pay & promotion opportunities: These two variables are positively related to job satisfaction. INTERACTION IN THE WORK GROUP Interaction is more satisfying when It results in the cognition that other person's attitudes are similar to one's own, since this permits the ready calculability of the other's behavior and constitute validation of one. [...]
[...] Satisfaction and Absenteeism There is a negative relationship between satisfaction and absenteeism. Dissatisfied employees are more likely to miss work. The coordination between satisfaction and absenteeism is moderate. Organizations that provide sick leave benefits are encouraging all their employees including those who are highly satisfied take days off. Satisfaction leads to attendance where there is a maximum impact from other factors. Individual focus: Job satisfaction typically refers to the attitude of a single employee. The general term used to describe overall group [...]
[...] The above definitions seem to indicate that job satisfaction is essentially an effective attitude resulting from the intrinsic aspect of the job. Gradually, it was realized that like any other attitude, job satisfaction represents a complex assemblage of cognitions, emotions and behavioral tendencies. Some investigations have gone further attempting to state mathematically the manner in which the various and individual variables combine in determining job satisfaction. Models of Job Satisfaction Subtractive models: Ross and Zander (1957) and Morse (1953) have proposed the subtractive model. [...]
[...] Slancik and Pfeiffer (1977) analyzed the nature of need satisfaction model and their usefulness for understanding the individual's reactions to their jobs. The model posits that persons 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 the individual. Job attitudes are presumed to result from the correspondence between the needs of the individual and the characteristics of the job or the job situation. [...]
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