JOB SATISFACTION INTRODUCTION:

Job satisfaction is one of the major interests to the field of organizational behavior and
the practice of HRM. It reflects employee’s attitudes towards their job and
commitment to an organization. Job satisfaction refers to one’s feelings or state of
mind regarding the nature of their work. It describes how content an individual is with
his or her job. Job satisfaction refers to a person’s feeling of satisfaction on the job,
which acts as a motivation to work. It is not self satisfaction, happiness or self
contentment but satisfaction on the job. Job satisfaction is defined as the pleasurable
emotional state resulting from the appraisal of one’s job as achieving or facilitating
the achievement of one’s job values. Job satisfaction is not the same as motivation. It
is linked to productivity, motivation, absenteeism, waste accidents, mental health,
physical health and general life satisfaction.

There are three important dimensions to job satisfaction.

 Job satisfaction is an emotional response to a job situation. It can’t be seen, only
inferred.
 Job satisfaction is often determined by how well outcomes meet or exceed
expectations.
 Job satisfaction represents several related attitudes.

VARIOUS DEFINITIONS OF JOB SATISFACTION:

Bullock (1952) defined job satisfaction as an attitude, which results from balancing
and summation of many specific likes dislikes experienced in connection with the job.

Smith (1955) defined to job satisfaction as the employee’s judgment of how well his
job on whole is satisfying his various needs.

Locke (1969) defines job satisfaction as the pleasurable or positive emotional state
revolving from the appraisal of one’s job or job experience.

According to Vroom, “job satisfaction is the reaction of the workers against the role
they play in their work.” “ job satisfaction as a general attitude of the workers
constituted by their approach towards the wages, working conditions, control,
promotion related with job, social relations in the work, recognition of talent and
some similar variables personal characteristics, and group relations apart from the
work life”. --Blum& Naylor. “Job satisfaction is the total of the sentiments related
with the job conducted. If the worker perceives that his/her values are realized with in
the job, she/he improvises a positive attitude towards his/her job and acquires job
satisfaction”. --Mc comic & Tiffin. From these definitions, we can define the job
satisfaction as the sum of all negative and positive aspects related to the individual’s
salary his/her physical and emotional working conditions, the authority she/he has the
autonomous usage of this authority, the level of success she/he has maintained and the
rewards given due to this success, the social state maintained in relation with his/her
job.
THE IMPORTANCE OF JOB SATISFACTION: The job satisfaction is the condition
of establishing an healthy organizational environment in an organization. Individuals
want to maintain statute, high ranks and authority by giving their capabilities such as
knowledge, ability education, health etc. The individuals who can’t meet their
expectations, with regard to their jobs become dissatisfied. Thus this dissatisfaction
affects the organization for which she/ he works. Job satisfaction is very important for
a person’s motivation and contribution to production. Job satisfaction may diminish
irregular attendance at work, replacement workers with in a cycle or even the rate of
accidents. Job satisfaction is an employee’s thoughts and emotions towards their job
and how they evaluate their job. This can be a judgment of their job overall, or of
specific judgment such as pay, promotions, work tasks, co-workers and supervisors. It
is important for organizations to care about their employee’s job satisfaction. It will
promote employees organizational commitment when they feel that they are satisfied
with their jobs.

DIMENSIONS OF JOB SATISFACTION:

There are six dimensions that represent the most important characteristics of a job
about which people have effective responses.

 The work itself: The content of the work itself is a major source of satisfaction. This
means the extent to which the job provides the individual with interesting tasks,
opportunities for learning, and the chance to accept responsibility. Some of the most
important ingredients of job satisfaction include interesting and challenging work and
a job that provides status.
 Compensation: Wages and salaries are significant, but a complex and
multidimensional factor in job satisfaction. Money not only helps people attain their
basic needs, but also is instrumental in providing upper level need satisfaction.
Employees often consider salary as a reflection of how management views their
contribution to the organization. Fringe benefits are also important, but they are not as
influential.
 Career Growth: Promotional opportunities seem to have a varying effect on the job
satisfaction. This is because promotions take different forms and include a variety of
rewards. For example individuals who are promoted on the basis of seniority often
experience job satisfaction but not as much as those who are promoted based on their
performance.

 Supervision: Supervision is another moderately important source of job satisfaction.

There are two dimensions of supervisory style that effect on job satisfaction. One is
employee centeredness, which is measured by the degree of which a supervisor takes
personal interest in the welfare of employees. The other dimension is participation or
influence, illustrated by managers who allow their people to participate in decisions
that affect their own jobs. This approach leads to higher job satisfaction. It is proved
that a participative environment.

 Coworkers: Friendly, cooperative coworkers are a modest source of job satisfaction

the work group serves as a source of support, comfort, advice, and assistance to the
individual. A good work makes the job more enjoyable. If this factor is not considered
with care, then if may have reverse effects, meaning there by that the people are
difficult to get along with. This will have a negative effect on job satisfaction.
 Work Environment: Work environment and working conditions are factors that have
a modest effect on job satisfaction. If working conditions are good clean, attractive
surroundings, employee, find it easier to carryout their job.

THEORIES OF JOB SATIAFACTION: There are some theories to describe the job
satisfaction.

Fulfillment theory: This theory measures satisfaction in terms of rewarded. A person

receives or the extent to which his needs are satisfied. Further they thought that there
is a direct relationship between job satisfaction and the actual satisfaction of the
expected needs. The main difficult what he feels he should receive at there would be
considerable difference in this approach is that job satisfaction as observed by willing
is not only a function of what a person receives but also what he feels he should
receive at there would considerable difference in the accruals and expectations of
persons. Thus job satisfaction can’t be regard as merely a function of how much a
person receives from his job.

Discrepancy theory: The proponents of this theory argues that satisfaction is the
function of what a person actually receives from his job situation and he thinks he
should receive or what expect to receive. When the actual satisfaction is derived less
than expected satisfaction, it results dissatisfaction. Job satisfaction and dissatisfaction
are functions of the perceived relationship between what one wants from ones job &
what one perceives it is offering.  Equity theory: The proponents of this theory are
of the viewed that persons satisfaction is determined by this perceived equity which in
turn is determined by his input output balance compared to his comparison of others
input output balance. Input output balance is the perceived rate of what a person
receives from his job relative to what he contributes to the job. This theory is of the
view that both under the over rewards lead to dissatisfaction, while the under reward
causes feeling of unfair treatment over reward leads to feelings guilt and discomfort.

Two factor theory: This theory was developed by Herzberg, Mnusener, Peterson and
corpwell who identified certain factors as satisfies and dissatisfies. Factors such as
achievement, recognition, responsibility etc, are satisfies, the presence of which
causes satisfaction by their absence however does not result in job satisfaction.

FACTORS INFLUENCING ON JOB SATISFACTION: Job satisfaction as a by

dimensional concept consisting of motivational factors, personal factors, intrinsic
&extrinsic dimensions. Intrinsic sources of satisfaction depend on the individual
characteristics of the person such as the ability to use initiative relations with
superiors or the work that the person actually performs. Extrinsic sources of
satisfaction are situational & depend on the environment such as pay, promotion or
job security. Both extrinsic & intrinsic job facts should be represented as equally as
possible in a composite measure of overall job satisfaction.

PERSONAL FACTORS:
These sources are include worker’s age, sex, education, marital status and their
personal characteristics, family background, socio economic background etc. AGE:
The relationship between age and job satisfaction could be complex. Generally one
would expect that as the person would grow order he would get greater satisfaction
with his job particularly because of the experience and therefore the case with which
he would be able to perform it.

SEX: There is as yet no consistence evidence as to whether women more satisfied

with their jobs than men, holding such factors as job and occupational level constant,
one might predict this to be case, considering the generally lower occupational
aspiration of women.

EDUCATIONAL LEVEL: There is a negative relationship between educational level

& job satisfaction. The higher the education the higher reference group which the
individual looks to for guidance to evaluate his job rewards.

MARITAL STATUS: There is a relationship between marital status & job

satisfaction. Generally one would assume that that with increasing responsibilities
placed on an individual because of marriage he would value his job little more than an
unmarried employee.

MOTIVATIONAL FACTORS: Motivation of employees is the most important aspect

of managing an enterprise. The success or failure of an enterprise depends mostly on
how best the employees working are the involved and motivated. Among the four
essential & factors of production namely men, machine, material & money. The most
important is men.

Motivation of the employee can be sub divide into two groups

1. Extrinsic factors & 2. Intrinsic factors.  Extrinsic factors:

Extrinsic factors are monetary related factors an employee will have positive feeling.
Extrinsic source of satisfaction are situational & depends on environment such as pay,
promotion or job security.

 Salary: Wages and salaries are the multidimensional and complex factors in job
satisfaction. Higher salary should lead to higher job satisfaction and lower salary
should lead to lower job satisfaction. So many studies have found that job satisfaction
increased with increase in wages & salaries.
 Job expectation When an employee joins in an organization he expects something
from job. Job satisfaction of an employee can be based on the fact to what effect his
job meets his expectations. Employee expectations may include about working
conditions, work, colleagues, supervision etc.
 Comparison of outputs: Persons tend to compare his out comes with the other
persons out comes. The out comes consists of primarily of rewards such as pay,
status, promotion and intrinsic interest in the job. Comparison is mainly with ratio of
the inputs or he puts in and ratio is equal he will be satisfied otherwise the person in
an effort to restore equity may after the inputs or outcomes, cognitively distort the
inputs or out comes, leave the field, act on the other, or change the other.
 Job security: Security is a lower order need which an employee have job security
has its effect on the employee morale. An insecure person’s morale will be low and
will have its effect on the employee morale. Secure person’s will work effectively and
have job satisfaction.
 Performance appraisal: As the performance appraisal is linked to promotions,
rewards, feedback it has its effect on the employee satisfaction. If the appraisal is not
proper employee will be dissatisfied.

INTRINSIC FACTORS: Intrinsic factors keeps the employees motivated and make
them satisfied from work.

The intrinsic factors are:

 Recognition and praise: Human beings are self centered and long for praise. They
want to be recognized and praised for their work. They expect their superiors to
recognizer their efforts and praised rewarded. This will increase their satisfaction and
make them more active.
 Autonomy or freedom: Employees desire certain amount of freedom to work. The
autonomy to tale decisions and influences others. If this freedom is absent and it will
have its effect on the job satisfaction. The person, who has maximum of autonomy,
will have high satisfaction. Otherwise it will be low.
 Participative management: Participative management has a positive impact on the
employee. Openness of the higher ups towards the employee ideas will keep the
employee morale high and keep him satisfied from the job.
 Belongingness: It is the complete identification of employee with the company. He
should regard goals of the company as his own goals. If he has high belongingness it
shows that an employee satisfied with his job.
 Career advancement: Employee desire to in higher position if they perceive that
they have opportunity to grow in their career they will be motivated and show this in
their performance. If the employees feel that they reached to a level of saturation in
their career they will be de motivated and will be dissatisfied.

Achievement : Employees have a need to achieve something worthy and have

influence. If this need is not fulfilled, they will be dissatisfied.  Job signification: It
refers to the impact created on the others by one’s contribution. A feeling of
importance is perceived by the employee is the ultimate goal of doing his work in an
excellent manner.

NATURE OF WORK AND JOB DESIGN: Job variety: It allows the employees to
perform different operations requiring different skills. This will arrest monotony in
performing repetitive activity. job monotony: It refers to the identity that an employee
has his contribution after performing a complete piece of work. Challenging:
Employees perceive to have a challenging work in an organization and this will his
develop a active state and will be satisfied with his job. Contribution to groups:
Employees derive satisfaction by knowing how his work affects the groups and how
far he can influence his group. Feedback: Feedback refers to information that tells
employees how well they are performing. It satisfies the inner urge of people wanting
to know they are performing on the assigned work. Contribution to society:
Employees derive satisfaction by knowing how worth full and meaningful is his work
and how his work able to contribution to society.

Consequences of satisfactions: High job satisfaction may lead to improve

productivity, increased turnover, improved attendance, reduced accidents, less job
stress and lower unionization. Job satisfaction and productivity:  Job Satisfaction
And Employee Turn Over: High employee turnover is of concern for employers
 because it disrupts normal operations, causes morale problems for those who stick on,
and increases the cost involved in selecting and training replacement. The employer
does whatever possible to minimize turnover, making the employees feel satisfied on
their jobs, being one such. In four major reviews of the relationship between
satisfaction and turnover had been demonstrated that workers who have relatively low
levels of job. Employee perceive that intrinsic and extrinsic rewards (example: play)
distributed equally. Inequitable distribution fails to convince the employees close
correlation between hard work and rewards.  Job satisfaction and performance: The
most accurate statement is that the high performance contributes to high job
satisfaction. A better performance typically lead to higher economic, sociology and
psychological rewards in proportion to their performance. On the other hand, if
rewards are seen as inadequate for the level of satisfaction leads to either greater or
leser commitment, which then affect effort and eventually affects performance again.
The result is a continuously operating performance satisfaction-effort loop.
Alternatively, a different scenario emerges if performance is low. Employees might
not receive the rewards they are hoping for the dissatisfaction are the most likely to
quit their jobs and that organizational units with the lowest average satisfaction levels
tend to have the highest rates.  Job satisfaction and Absenteeism:
1. 17. Job satisfaction will Correlation of satisfaction to absenteeism is also proved
conclusively. Workers who are dissatisfied are more likely to take “mental health”
days i.e. days off not due to illness or personal business. Simply stated, absenteeism is
high when satisfaction is low. As in turnover, absenteeism is subject to modification
by certain factors. The degree to which people feel their jobs are important has a
moderating influence on their absence. Employee who feel that this work is important
tend to clock in regular attendance. Besides, it is important to remember that while not
necessarily result in low absenteeism, low satisfaction is likely to bring high
absenteeism.  Job satisfaction and Safety:Poor safety practices are a negative
consequence of low satisfaction level. When people are discouraged about their jobs,
company and supervisors, they are more liable to experience accidents. An underlying
reason for such accidents is that discouragement may take one’s attention away from
the task at hand. In attention leads directly to accidents.  Job satisfaction and job
Stress: Job stress is the body’s response to any job-oriented factor that threatens to
disturb the person’s equilibrium. In the process of experiencing stress, the employee’s
inner stage changes. Prolonged stress can cause the employee serious ailment such as
heart diseases, ulcer, blurred vision, lower back pain, dermitis and muscle aches.
Chronic job satisfaction is a powerful source of job stress. The employee may see no
satisfactory short-term solution to escape this type of stress. An employee may trap in
a dissatisfyingjob may withdraw by such means as high absenteeism and tardiness or
employee may quit.  Job Satisfaction and Unionization:It is proved that job
satisfaction is a major cause for unionization. Dissatisfaction with wages, job security,
fringe benefits, chances for promotion and treatment by supervisors are reasons make
employees join unions. Another dimension is that dissatisfaction can have not impact
on the tendency to take action with in the union, such filing grievances or striking. 
Other Effects of Satisfaction: In addition to the above it has been claimed that
satisfied employees tend to have better mental and physical health and learn new job
related tasks more quickly.
2. 18. Sources Of job Satisfaction: Several job elements contribute to job satisfaction.
The most important amongst them are wage-structure, nature work, promotion
chances, and quality of supervision, workgroup and work condition.  Wages: Wages
play an important role on influencing the job satisfaction. This is because of mainly
 two reasons : I. Money is an important instrument in fulfilling one’s needs. II.
Employees often see pay a reflection on management’s concern for the  Nature of
work:Most of the employees have intellectual challenges on job. But too many
challenges create frustration and a feeling of failure under condition of moderate
challenge, employee’s experience, pleasure and satisfaction. 
Promotions:Promotional opportunities affect job satisfaction considerably. The desire
for promotion is generally strong among employees, as it involves change in job
content pays, responsibility, independence, status and the like.  Supervision:There is
positive relation between the quality of supervision and job satisfaction. 
Supervision acts maintaining satisfaction :  Maintain open lines of communication.
 Crate a good physical environment.  Remedy standard conditions.  Transfer
discontented employees.  Change the perception of dissatisfied employees. 
Display concerned employees.  Give ample recognition.  Conduct morale building
management.  Practice good management. Measuring Job Satisfaction:
3. 19. Also called survey of morale, opinion, attitude, climate, or quality of work life.
Management conducts job satisfaction survey in order to get information for making
sound decisions. A job satisfaction survey is a procedure by which employees report
their feelings towards their job and work environment. The responses are then
combined and analyzed. Various ways of measuring job satisfaction are available. 
Rating scales: The most common approach for measuring job satisfaction is the use of
rating scales. These scales fall in two categories. One is called tailor-made
standardized scales, which before their use, have been developed to establish group
norms on scales to ensure the reliablility and validity of the measuring instruments.
Mostly, using method is ‘Tailor – made scales’.  Critical incidents: It was developed
by HERTBERG and his associates in their research on the two-factor theory of
motivation. The employees were asked to describe incidents on their job particularly
satisfied. These incidents were then content analyzed in determining which aspects
closely related to positive and negative attitudes.  Interviews: Personal interviews are
yet another method for measuring job satisfaction. Employees are individually and the
responses reveal their satisfaction or dissatisfaction.  Action tendencies: The
represents the inclinations. People have to avoid or approach certain things by
gathering information about how they feel like action with respect to their jobs. The
job satisfaction can be measured. Benefits Of Job Satisfactions:These indicate the
general level of satisfaction  Improved communication.  Improved attitudes.  It
helps to discover the cause of indirect productivity problems, such as absenteeism,
turnover and poor quality of work.  They help management to assess training needs.
4. 20.  It is used as an indicator of the effectiveness of organizational reward systems. 
It is used in the evaluation of the impact of organizational changes on employee
attitudes.  Spirit of co-operation and mutual respect, etc. Satisfaction And
Management Implications: Job satisfaction has behavioral implications. Particularly
manager must be clear that :  Employee dissatisfaction is most frequently caused by
what is perceived to be low pay and boring work.  Employee’s dissatisfaction is
largely influenced by their feelings of inequity.  Individual satisfaction or
dissatisfaction is more important than overall satisfaction or dissatisfaction of the
employees.  .It has impact on employee turnover, absenteeism and unionization.