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Literature Review Of Literature On Job Satisfaction

2228 Words9 Pages
Review of Literature
The nature of work and other pressures in society has been changing the attitudes of people towards work itself. In this age and specialization, motivating a worker and providing him with the much needed job satisfaction is extremely important to enable his true potential and worth to the organization.(Ram 2013) Job satisfaction represents individuals’ positive or negative attitude towards their occupation. Every organization should pay considerable attention to job satisfaction and performance and continually monitor these indices (Talasaz et. Al 2014). Moreover, organizations, without considering their employees, tendencies, will not accomplish their goals. However, job satisfaction is associated with work motivation, acceptance of error, higher income, and greater efficiency; i.e job satisfaction not only plays an important role in an individual’s life, but is also very important for organizations; therefore, authorities must plan on improving the job satisfaction of employees. The relationship between job satisfaction and job performance has been of great interest to researches for a very long time. (Ram 2013). However, there is a large stream of research in organizational psychology and marketing which considers the role of Job Satisfaction in managing effective work relationships (Christen et. Al 2005). Moreover, it is intuitive that effort and compensation are critical determinants for the viability of any employment situation. In other words,
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This provides an atmosphere where people feel good about their working relationships as they are treated like family members. Customers are treated well and employees value and learn from the interactions and service orientation. On the one hand, if employees prioritize other values, they may express job dissatisfaction and eventually resign from the company. These sources of dissatisfaction were consistently mentioned to be “few advancement opportunities” (full-time employee, working more than a year, 2015), “hate being used” (part-time employee, working more than one year, 2015), and “fairly low wage and limited flexibility” (full-time employee, working more than one year, 2015).

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However, more and more Americans are becoming discontented with their jobs and their workplace. A variety of factors determine whether or not an employee is satisfied or discontented. Safety concerns, hours worked, and relationships with co-workers are a few of the factors that can determine an employee’s satisfaction within the workplace. Without happy, effective employees companies will fail to be successful. Job satisfaction and discontentment are critical to the success of employees within a company as well as to the company itself.

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It is believed that employers may increase their number of successful employees through using a scientific approach when it comes to hiring potential workers, this approach being a psychological one. Psychology has the ability to determine the personality of a particular individual, and this may give employers data that they can use in selecting their employees. (Baez, 2013). Personality tests are a means to attempt to uncover an individual’s character. This is done by presenting that particular person a set of questions or statements that he or she rates using a Likert-type scale.

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This study has been conducted to investigate to what extent the workstations and human factors influence the job satisfaction of Employees in the Information Technology and Information Technology enabled Service (IT & ITES) Companies*. The study revealed that there was a positive relationship between human factors popularly known as ergonomics (Science of work posture designs to suit the workmen not workstation and equipment) and job satisfaction. It was, therefore, concluded that human factors are to be considered while establishing workstations since employees spend 50 percent# of their active time or one man day in workplace. So, setting up of well-fit, adjustable and healthily safe workstation designs in the BPO Organisation may lead the

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The importance of employee relations has been significantly increased in the modern era when the business firms are largely depending upon the performances of their staff members in order to hit the desired targets and ensure the satisfaction of their target customers (Kaufman and Bruce,

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Compensation of employees and job satisfaction are one of the means that organisations can use to ensure employee retention. Compensation such as bonuses, owning shares in the organisation and adequate salaries. The competence of the salary package can be a competition factor for employees in the labour market. The package can be a combination of salaries, shares and bonuses. Job satisfaction allows employee’s autonomy, decision making and more involvement in the jobs that their job functions.

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Job satisfaction occurs when employees consider the type of the

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Importance of Job Satisfaction In the organizational behavior researches, it is found that job satisfaction plays a positive role on both the employer and the employee. Importance of job satisfaction from these two interest groups are discussed below: For the employer, if the organization gets a group of satisfied workers, it will enjoy a better turnover and productivity. The organization will have a goodwill and a mystique will be created.

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He conducted a series of research surveys to several hundred accountants and engineers that describe specific situations where they felt exceptionally bad about their jobs and also describe where they felt exceptionally good about their jobs. On the basic of his study, the theory explains the factors that motivate employees by identifying their individual needs and desires. He reported that employees tend to describe satisfying experiences in terms of factors that were intrinsic to the content of job itself. These factors were called ‘motivators’ which included opportunity to experience achievement, receive recognition, work itself, take responsibility, and experience advancement and growth. On the contrary, the factors that lead to dissatisfaction is called ‘hygiene’ factors, such as company policies, salary, job security, working conditions and

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According to a 2011 survey of U.S. households by the Conference Board, job dissatisfaction is widespread among workers of all ages across all income brackets. The study found that only 47% of those surveyed say they are satisfied with their jobs, down from 61.1 percent in 1987, the first year in which the survey was conducted. Job satisfaction can be said to be one of the most researched topics of organizational behaviour. It is the most widely investigated job

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According to Spector (1997, 2), job satisfaction is defined as “simply how people feel about their special aspects of their jobs. It is the point to which people like (satisfaction) or dislike (dissatisfaction) their jobs.” Additionally, Mbua (2003, 305) then, defines job satisfaction as “the completion acquire by experience various job activities and rewards.” Whereas, for Robbins (2005), the concept job satisfaction refers to the employee’s thoughts about her or his job. Similarly, job satisfaction is “a positive feeling about one‟s job consequential from an evaluation of its characteristics”

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Introduction In any organisation, a good leadership is important to motivate their subordinates, bring the organisation forward and achieve its goals. A good leader has a clear vision and passion to influence their followers. Job satisfaction and organisational commitment are important factors in determining organizational efficiency. Robbins & Judge (2013) defined leadership as the ability to influence a group toward the achievement of a vision or set of goals and to perform at their highest capability (Rad and Yarmohammadian, 2006).

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1.4.1 Literature Review HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998).

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Job satisfaction is defined as “pleasurable and positive emotional state that comes from the appraisal and evaluation of job and job experience. (Jex, 2002). Appraisal involve the different parts related to job or job performance like compensation plans, working environment and colleague, boss, and carrier prospect and job performance itself. (Arnold et al, 1998). It is very common understanding, job performance can be defined as “All the behaviors employees engage in while at work”.

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