JOB SATISFACTION

Job satisfaction is imported to employee feels self-motivated, content & satisfied with his/her job. Job satisfaction happens when an employee feels he or she is having job stability, career growth and a comfortable work life balance.

 Despite it’s wide usage in scientific research, as well as in everyday life, there is still no general agreement regarding what job satisfaction is. In fact there is no final definition on what job represents. Therefore before a definition on job satisfaction can be given, the nature and importance of work as a universal human activity must be considered.

Different authors have different approaches towards defining job satisfaction. Some of the most commonly cited definitions on job satisfaction are analyzed that follows.

Hoppock defined job satisfaction as any combination of psychological, physiological and environmental Circumstances that cause a person truthfully to say I am satisfied with my job (Hoppock, 1935). According to this approach although job satisfaction is under the influence of many external factors, it remains something internal that has to do with the way how the employee feels. That is job satisfaction presents a set of factors that cause a feeling of satisfaction.

Vroom in his definition on job satisfaction focuses on the role of the employee in the workplace. Thus he Defines job satisfaction as effective orientations on the part of individuals toward work roles which they are presently occupying (Vroom, 1964).

EFFECTS OF JOB SATISFACTION

Job satisfaction causes a series of influences on various aspects of organizational life. Some of them such as the influence of job satisfaction on employee productivity, loyalty and absenteeism are analyzed as part of this text.

The preponderance of research evidence indicates that there is no strong linkage between satisfaction and Productivity. Satisfied workers will not necessarily be the highest producers. There are many possible moderating variables, the most important of which seems to be Rewards. If people receive rewards they feel are equitable, they will be satisfies and this is likely to result in Greater performance effort. Also, recent research evidence indicates that satisfaction may not necessarily. Lead to individual performance improvement but does lead to departmental and organizational level Improvements. Finally there are still considerable debate weather satisfaction leads to performance or Performance leads to satisfaction (Luthans, 1998).

REFERENCES

Hoppock, R. (1935). Job Satisfaction, Harper and Brothers, New York, p. 47

Luthans, F. (1998). Organizational Behavior, 8 Edition, McGraw-Hill/Irwin, Boston, p. 147

Vroom, V.H. (1964). Work and motivation, John Wiley and Sons, New York, p.99