Two Factor Theory Of Job Satisfaction

2. JOB SATISFACTION

DEFINITION

Job satisfaction can be defined as a response which cannot be seen but inferred to a situation. Job satisfaction shows our attitude towards the job and is associated with the outcomes and expectations. According to Locke, it is “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience”. Job satisfaction is an outcome of employee’s perception of how well their job provides those things that are viewed as important.

CHARACTERISTICS/INFLUENCES ON JOB SATISFACTION

1) JOB ITSELF

Satisfaction depends on how many opportunities an individual is getting to learn and explore and the extent to which interesting tasks are been provided to the individual.

2) PAY

The amount

Some examples of hygiene factors, which lead to dissatisfaction, and motivators, which lead to satisfaction, are present above (Herzberg, 1966).

DISPOSITIONAL MODEL OF JOB SATISFACTION

This approach says that job satisfaction is relatively stable characteristic that stays with people over various situations. According to the conceptualization, people who like the jobs they are doing at one time also tend to like the jobs they may be doing at another time, even if the jobs are

Research suggests that genetic factors influence certain aspects of personality (example, positive affectivity – negative affectivity, emotional stability, and extraversion) and these factors, in turn play a role in job satisfaction. (Judge, 2003) VALUE THEORY OF JOB SATISFACTION

This theory takes a broader look at the question of what makes people satisfied. This theory argues that almost any factor can be source of job satisfaction so long as it is something that people value. Thus value theory focuses on discrepancies between what people have and what they want, the greater those discrepancies, the more dissatisfied they will be.

This approach to job satisfaction implies that an effective way to satisfy workers is to find out what they want and to the extent possible, give it to them. (Baron and Greenberg, 2006) SOCIAL INFORMATION PROCESSING MODEL

The idea that people’s attitudes toward their jobs is based on information they get from other people is inherent in the social information processing model. This approach specifies that people adopt attitudes and behaviors in keeping with the cues provided by others with whom they come into contact. (Salancik,