Job Satisfaction and Withdrawal

Behavior

Organizational
Behavior

Irakli Sukhishvili
KetiAdamia
IverKudava
Mariam Suladze

[Type the company name]

 Job Satisfaction
Job satisfaction is a pleasurable emotional state resulting from appraisal of one’s job
or job experience. In other words, it represents how you feel about your job and what
you think about your job. Employees with high job satisfaction experience positive
feelings when they think about their duties or take part in task activities.
Our main goal was to determine the job satisfaction level within the organization. We
questioned 15 volunteer employees and asked them to fill out our questionnaire form.
We consider that all the employees have enough knowledge and desire for growth and
development. According to the results we tried to give clear analysis of consequences.

1
 At a general level, employees are satisfied when their job provides the things that they
value. Values are those things that people consciously or subconsciously want to seek
or attain. So the first thing which should be obtained is the value which is the most
important for employees. 1stquestion gives the results of values. The list of the things
employees value with respect of job is shown below:

 Pay
 Promotion
 Supervision
 Co-worker
 Work itself
 Altruism
 Status
 Environment

Results obtained from the survey showed that from15 employees, 5 valued work itself
as the most important , 4-pay , 3-promotion , 2-status , 1- supervisor, 0-altruism, 0-
environment, 0-co-workers.

After gaining information about values which are the most important for employees, we
decided to find out what employees think about 5 aspects of their daily work, such as:

1. General working conditions

2. Pay and promotion potention

3. Work relationships

4. Use of skills and abilities

5. Work activities

For summarizing our results we gave different scores to every level of satisfaction: 20 –
25 = high satisfaction, 15 – 19 = moderate satisfaction, 10 – 14 = low satisfaction, 5 – 9
= strong dissatisfaction and this sums were gained from peoples answers. For example,
in this picture sum of general working condition is 3+2+5+3+1=16 and this employee is
moderately satisfied.

2
We have got really interesting results and now, we can start from general working
conditions.

1. General working conditions

People were asked if they were satisfied about hours worked each week, flexibility in
scheduling, location of work, amount of paid vacation time/sick leave offered and if their
work had substantial impact on lives of other people.

Results showed that from our 15 people,

6
5
4
6
3 5
2 3 1
1
0
High satisfaction Moderate Low satisfaction Strong
satisfaction dissatisfaction

2. Pay and promotion potention

People were asked if they were satisfied with their salary, opportunities for promotion,
benefits (such as health insurance, life insurance),job security and recognition for
worked accomplished.

Results showed that from our 15 people,

6
3 5 7
3 0
0
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sa sa sa ss
gh te w di
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3
3. Work relationships
People were asked if they were satisfied with relationships with their co-workers,
supervisors and even with their subordinates if applicable. This part of our questionnaire
also contained getting feedback from supervisors and co-workers.
Results showed that from our 15 people,

8
8 6
6
4 1
2 0
0 High satisfaction Moderate satisfaction Low satisfaction Strong dissatisfaction

4. Use of skills and abilities

People were asked if they were satisfied with opportunity to utilize their skills and
talents, opportunity to learn new skills and support for additional training and education.

Results showed that from our 15 people,

7
6
5
4
3 6
2 4
3
1 2
0
High satisfaction Low satisfaction Moderate Strong
satisfaction dissatisfaction

4
5. Work activities
People were asked if they were satisfied with variety of job responsibilities, variety of job
activities, degree of independence associated with their roles, adequate opportunity for
periodic changes in duties and involvement of completing whole job from beginning to
end.
Results showed that from our 15 people,

7
8
5
6
3
4
2 0
0
High satisfaction Moderate Low satifaction Strong
satisfaction dissatisfaction

As you have seen, in questions which were already introduced to you, we had 5
questions which contained information about VISAF. These questions were:

1. Variety of job responsibilities

2. Involvement of completing whole job from beginning to end.
3. Does your job has a substantial impact on the lives of other people.
4. Degree of independence associated with your work roles.
5. Getting feedback from your supervisor and co-workers.

With the help of this 5 questions we were able analyze how our employees were
satisfied with VISAF. Results showed that from our 15 people,

12
8
10 High satisfaction
4 76 8 8 Moderate
43 563 32 43
2 satisfaction
0
Low satisfaction

5
As we have told in the beginning of our presentation, after understanding how satisfied
are our employees we are going to find out which type of withdrawal behavior do they
use. For gaining this kind of information, we have asked 10 yes/no type questions, such
as:

We decided to divide our results in two parts: psychological withdrawal behavior and
physical withdrawal behavior.

1. Psychological withdrawal behavior:

16
12
8 YES
14 15
12 NO
4 8 7 10
3 5
1 0
0
DAYDREAMING SOCIALIZING LOOKING BUSY MOONLIGHTING CYBERLOAFING

6
 2. Physical withdrawal behavior:

16
14
12
10
8
14 YES
6 12 13
NO
4 9
7 8 6
2 3 2 1
0

As a result we have seen that most of the employees are addicted to psychological
withdrawal behavior and among types of psychological withdrawal behavior most of
them use cyberloafing, socializing and daydreaming.

To sum our results up, we can say that there are really big amount of reasons for
employees to be satisfied or dissatisfied. These reasons may origin from General working
conditions, Pay and promotion potential, Work relationships, Use of skills and abilities, Work
activities and from dissatisfaction with variety, identity, significance, autonomy and feedback
from job.

After low job satisfaction employees involve in withdrawal behavior. Most of them use
psychological withdrawal behavior which is harder to notice than physical withdrawal behavior.
So we think that supervisors and managers must do their best to improve job satisfaction level
and after that they will minimize withdrawal behavior from their employees.