A.

GRIT

As cited in Massey Neugebauer (2017) Grit is defined as passion and perseverance for a
long-term goal, Duckworth coined the term grit in 2007 and has been linked to retention in
military, academic, workplace, and marriage settings (Eskreis-Winkler, Shulman, Beal, &
Duckworth 2014). In addition, grit requires sustained effort and interest in goal attainment
despite adversity (Robertson-Kraft & Duckworth, 2014).

According to Khan BM, Khan AM (2017) Grit refers to energetically working towards a
goal with constant aspiration and enthusiasm over a long period of time. It refers to keeping an
interest and motivation despite failing and facing catastrophes during your effort. Gritty people
seek for an achievement as a marathon. Their strong characteristic is their stamina.
Dissatisfaction or fatigue makes other people drop their goals and plans in the middle whereas
people with grit follow their goals and achieve them.

In the last decade, grit has increasingly received the attention of scholars, researchers, and
practitioners, mainly because of its significant contribution to an individual's life. Besides, grit is
related to job engagement, career performance, emotional outcomes, motivation, and
productivity (Crede, Tynan, & Harms, 2017; Hodge et al., 2018; Tang et al., 2019). Moreover,
grit makes better use of abilities and be less frustrated by common failures and setbacks,
resulting in greater personal achievement and lower job burnout (Seguin, 2019).

According to Liang (2021), gritty employees are more able to resist and correct their
deviation activities promptly on the one hand; on the other hand, they are more able to actively
think and initiate their goal promotion activities, so that it is easier to achieve their goals. That’ s
what they say, and gritty employees have obvious self-resistance and self-promotion effects on
goals. Grit refers is a psychological variable that prioritized persistence as an indicator of long-
term success and associated with achieving high-level goals for a very long time (von Culin,
Tsukayama, & Durkworth, 2016). The investigation conducted by Park and Cho (2019) and Li et
al. (2018) revealed that grit influences job satisfaction.

1.1 RELATIONSHIP OF AGE TO GRIT LEVEL

From the studies conducted by Duckworth and colleagues, they proposed that the age-
related increase in grit is due to repeated reinforcement from positive outcomes achieved through
perseverance and consistency over time. Although this hypothesis may explain the development
of grit from adolescence to middle age, when most adults achieve peak educational and
occupational attainment; it may not apply to older adults who have retired or face developmental
challenges that reduce the likelihood of positive outcomes despite high effort and perseverance.
In fact, the positive association between grit and age has been observed in limited samples of
older adults, classified broadly by various age range from adolescence to adulthood.
Additionally, relative to younger age groups, older adults (age 65+) showed the highest
variability in grit scores, leaving open the possibility of a mean score skewed by high
heterogeneity. Thus, the previously reported positive relation between grit and age may be more
complex when grit is more comprehensively investigated in older adults.

1.2 GRIT TO SEX

1.3 GRIT TO CIVIL STATUS

1.4 GRIT TO EDUCATIONAL ATTAINMENT

Grit has been posited as a highly influential construct linked to academic success and
achievement. It has been found that grit is associated with academic productivity and
engagement (Hodge et al., 2017); academic motivation (Eskreis-Winkler et al., 2014); academic
achievement (Pate et al., 2017); perseverance in challenging tasks (Lucas et al., 2015); academic
performance (Kelly et al., 2014); amount of hours studying (Cross, 2014); learning strategies
(Weisskirch, 2016); task values and goal orientation (Muenks et al., 2016, 2017); the pursuit and
attainment of postgraduate training (Palisoc et al., 2017), and the retention of students (Crede et
al., 2016).

1.5 GRIT TO WORK POSITION

1.6 GRT TO MONTHLY INCOME

1.7 GRIT TO YEARS IN SERVICE

B. JOB SATISFACTION

The concept of job satisfaction is intricate and multidimensional, and it can have diverse
meanings for individuals. Motivation and job satisfaction are typically associated; however, the
exact nature of this relationship is unclear. Motivation and satisfaction are two different things.
"Job satisfaction is more of an attitude, an internal state. It could, for example, be associated with
a personal feeling of achievement, either quantitative or qualitative." The quality of working life
movement and more comprehensive approaches to better job design and work organization have
become more closely linked in recent years (Buchanan, 2006).

Ayeni and Popoola (2007) define job satisfaction as an emotional state that is pleasant or
positive that stems from an evaluation of one's work or work experience. Employee opinion of
how well their job provides those items that are deemed significant determines their level of job
satisfaction. Although Weiss (2002) contends that job satisfaction is an attitude, she also notes
that researchers need to be very precise about what constitutes an object of cognitive evaluation
—that is, what influences an individual's emotions, beliefs, and behaviors. As defined by Asegid
et al. (2014), job satisfaction is the fulfillment and gratification that comes from work. It is not
the money, benefits, or the vacations, but it is the good feelings you receive from doing the work
itself. Every Job may provide job satisfaction level to workers. Job satisfaction is achieved when
different sources of job satisfaction are fulfilled.

According to Hoppock (1935) as cited in Aziri (2011) as job satisfaction as any

combination of psychological, physiological, and environmental circumstances that cause a
person truthfully to say I am satisfied with my job. This methodology specifies, although job
satisfaction perhaps affected by many external elements, it is still an internal factor based on how
the employee feels. In other words, Job satisfaction represents a set of elements that contribute to
an employee’s sense of fulfillment.

The feeling of success and accomplishment one has at work is known as job satisfaction.
It is widely believed to have a direct correlation with both personal wellbeing and productivity.
Work satisfaction is the result of performing well at a job one enjoys and receiving recognition
for one's achievements. Exuberance and contentment with one's work are further indicators of
job satisfaction. As stated by kaliski (2007) Job is the key ingredient that leads to recognition,
income, promotion, and the achievement of other goals that lead to a feeling of fulfillment.

As cited in Alromaihi et. Al. (2017) Job satisfaction was defined by Locke (1976) as "a
pleasurable or positive emotional state resulting from the appraisal of one's job and job
experiences". Saiyadain (2009) defined Job satisfaction as the "End state of feeling". The
Feelings could be either positive or negative depending on whether needs are satisfied or not
(Saiyadain, 2009).

Job satisfaction is "a positive feeling about a job, resulting from assessing and evaluating
its characteristics" (Robbins & Judge, 2013). People, who have positive feelings about their job,
hold a high level of job satisfaction, while People, who have negative feelings about their job,
hold a low level of job satisfaction (Robbins & Judge, 2013). Armstrong et al. (2014) defined
Job satisfaction as "the attitudes and feelings people have about their work". He stated that the
indication whether a person is satisfied or dissatisfied depends on his attitude toward his job, a
person who feels and think positively toward his job, then he's satisfied and vice versa.

Job satisfaction is always phenomenal this condition becomes more complex when faced
with various stimuli from work conditions that often change. A study conducted by Garg, Dar,
and Mishra (2017) shows that job satisfaction affects work engagement. The research results of
Chun, Choi, and Song (2018) and Abdulkhaliq and Mohammadali (2019) also revealed that job
satisfaction has a positive and significant impact on performance. In addition, studies claim that
job satisfaction can improve organizational performance (Miah, 2018). The recent studies by
Ampofo (2020a) also proved that job satisfaction significantly affects life satisfaction. Besides,
job satisfaction is also related to turnover (Liu et al., 2019; Romeo, Yepes-Baldó, & Lins, 2020)
and burnout (Khare & Kamalian, 2017). Job satisfaction is related to the level of fulfillment
gained from work (Torres, 2019).

Age, sex, marital status, and length of service are a few examples of personal traits that
can impact an employee's performance, according to Mison and Bernabe (2004). Over the next
ten years, the relationship between age and work performance might become a more significant
concern. There's a common misconception that getting older causes one to perform worse at
work. There are several advantages to becoming older and more experienced, one of which is
often higher self-esteem. "All studies show positive shifts occurring in the middle years,
particularly between ages 40 and 50," according to Tim Khlai (2006), who reviewed a variety of
studies on the subject. In addition, instructors typically find themselves with increasing duties
and just as much, if not more, to do. The conclusion that job satisfaction and age are positively
correlated has been one of the more reliable ones.

According to Labadia (2010), Weiler (1985) conducted research to ascertain the

correlation between job satisfaction, job effectiveness, and career satisfaction and demographic
characteristics such as age and duration of service. The findings indicated a negative correlation
between job satisfaction and age. Additionally, the effectiveness of a career was strongly
connected with age.

1.1 JS TO AGE

Supplementary data in an article written by Frances Burks revealed that older workers are
more satisfied with their occupations than younger individuals, which she claimed that this factor
influencing higher job satisfaction among older employees may be due to the benefits of a long-
term career and experience. Moreover, the Chicago Polling Center suggest that age is the best
measure of job satisfaction among employees, as people in their 50s are typically the most
satisfied with their jobs. People in their 50s have usually figured out the field they excel in, and
they have a track record of doing good work in that field, which has led to promotions and
respect from their elders. Furthermore, in a survey of Tiffany Hsu on job satisfaction, it is shown
that just roughly 36% of persons under the age of 25 are satisfied with their jobs. Hsu suggests
that high rate of job dissatisfaction among younger employees is attributable to their desire to
work in an interesting, fast-paced atmosphere. Dissatisfaction with their jobs may stem from the
realization that many firms are resistant to change. Furthermore, younger workers may become
dissatisfied with coworkers who are content with mediocrity.

In their study, Oswald and Warr (1996) found that there was a U-shape in all job satisfaction
measures for men and women separately, and that the minimal level of satisfaction was
comparable for both sexes respectively. However, Muchinsky (1978) discovered that older
workers were not as satisfied as younger workers. According to Blank (1993) and Iiacqua and
Schumacher (1995), there is no discernible relationship between age and job satisfaction. Neither
group's levels of job satisfaction nor dissatisfaction differ significantly among age groups.
1.2 JS TO SEX

Westover & Peterson (2019) suggest that job satisfaction is higher for women than men
across countries and occupations despite the fact they earn less. However, other studies have
found no differences in job satisfaction between men and women, particularly when controlling
for specific job variable. This review examines key areas of job satisfaction and gender: extrinsic
and intrinsic rewards. Extrinsic Reward suggest that job satisfaction differences in men place
more emphasis than women on extrinsic work benefits such as pay. Consequently, they may stay
in jobs they find less satisfying, and thus experience lower levels of satisfaction over. On the
other hand, Intrinsic Rewards suggest that women feel more satisfied due to their overall
improved conditions in the job market, or that they seek the job characteristics they find the most
fulfilling.

Kim Khlai (2006) concluded that even though women's occupations are frequently less
lucrative, provide them less autonomy, and offer less opportunities for advancement, studies on
sex and job happiness found that women's job satisfaction is not lower than men's. Using the
work orientation data set from the 1997 International Social Survey Program, it was
demonstrated that while women's job satisfaction was much greater than men's in at least 21
nations, it was worse for women in most other countries. In contrast, women's job satisfaction
was significantly higher in the United States and Great Britain. Therefore, the sex/job
satisfaction contradiction is an Anglo-Saxon rather than a global phenomenon.

1.3 JS TO CIVIL STATUS

Job Satisfaction and marital status serves as an influential biographic variable that might
have bearing on job of the employees (Chowdhury et al.2013). However, there are not enough
studies to draw any conclusion about the effect of marital status on job satisfaction but the
limited data on this area consistently indicates that married employees are more satisfied with
their jobs than are their unmarried coworkers (Austrom et. al. 1988; Federico et. al. 1976;
Garrison and Muchinsky 1977; Watson 1981). The reason may be marriage imposes increased
responsibilities that may make a steady job more valuable and important. And job satisfaction is
required to have a steady job. Many, in such cases, strive to coup up or adjust them with the
facets they are dissatisfied with.

1.4 JS TO HIGHEST EDUCATIONAL ATTAINMENT

Empirical evidence suggests that a higher level of education increases the likelihood of
obtaining a desirable and fulfilling job, and that highly educated individuals, regardless of
gender, are more likely to find a job where they are more satisfied with the conditions of their
jobs such as salaries, work environment, and career opportunities. The educational attainment of
a worker and the workers' expectation of the type of job they should have been strongly
associated, and the higher the education level, the lower the reported job satisfaction level (Clark
and Oswald, 1996). Davia and Albert's (2005) findings support the hypothesis that unfulfilled
expectations drive the unfavorable association between educational degree and job satisfaction.

When all other factors are held constant, there is a negative correlation between educational
attainment and job satisfaction among correctional officers. Rogers (1991) discovered a
favorable correlation between job satisfaction and education levels.

According to Holdaway, Friesen, and Williams (quoted by Labadia, 2010), achievement,

career direction, recognition, interpersonal relationships, and sentiments of autonomy, authority,
and responsibility were the main factors that contributed to employees' overall job satisfaction.

According to Iiacqua and Schumacher's (1995) research, there is no meaningful correlation

between education level and job satisfaction. Blank (1993) reported a similar outcome, noting
that job satisfaction remained unchanged when educational level was considered. Conversely, a
substantial relationship between education and general job satisfaction was found in Niehoff's
1995 study. Furthermore, employees with a doctorate were the most content with their jobs,
according to Blank (1993). There was no discernible difference in the degree of job satisfaction
between employees holding an MA and a BA.

1.5 JS TO WORK POSITION

1.6 JS TO MONTHLY INCOME

In the traditional microeconomic models of labor supply, utility from work is related to
income one obtains from work and the hours of work that are necessary to secure the given level
of income (Ehrenberg and Smith 2009). According to these models, salary levels and working
hours will be the primary predictors of job satisfaction. Sociologists tend to emphasize a broader
set of job satisfaction determinants. Job happiness, according to Arne Kalleberg's (1977)
paradigm, is closely related to work values and work qualities. He identifies six dimensions that
people may find important in their work: intrinsic value (whether work tasks are interesting),
financial value (level of pay and benefits), career value (possibilities for advancement),
convenience (short commuting, convenient working hours), coworker relations, and resources.

The degree of job satisfaction is largely determined by one's income, according to the study
on the influence of external factors on work satisfaction. One of the primary and significant
factors that directly correlates with job satisfaction is income, as determined by spatially external
factors that have an effective effect on job satisfaction. Indeed, the money is a form of
compensation that employees receive monthly. Each staff member receives money according to
their status in the organization and degree of education (Luddy, 2005; Berghe, 2011). The
income is determined at different levels. Likewise, job satisfaction rose as income level
increased and fell as income level decreased (Puriene, Petrauskiene, Janulyte, and Balciuniene,
2007).
1.7 JS TO YEARS IN SERVICE

Several previous research imply that the duration of service in a job can be used to evaluate
workers' levels of job satisfaction. The notion is that dissatisfied employees tend to resign, but
satisfied employees tend to stay. Several researchers have found a negative association between
job satisfaction and turnover (Atchinson and Lefferts, 1975; Karp et al., 1973; Locke, 1976;
Mobley et al., 1979). Employees with a longer tenure in an organization should report a greater
average level of satisfaction because of this condition.

There is proof that when someone starts a new job, their level of job satisfaction is at its
highest. When employees reach their 20s and 30s, there is a noticeable downward trend that
follows this time frame. The level of job satisfaction then gradually increases until approximately
age 60, at which point it becomes pre-retired. Avi-Itzhak's (1988) study also provided evidence
for a positive correlation between job satisfaction and length of employment. Furthermore, for
university staff members, Niehoff (1995) discovered a positive relationship between job
satisfaction and length of employment.

Employees with higher tenure status showed a considerably higher level of organizational
commitment, according to Federico's (1996) study on the relationship between communication
satisfaction and organizational commitment in three Guatemalan firms. Compared to younger
employees, older workers appear to report higher levels of job satisfaction. The correlation
between tenure and work satisfaction does not seem to be as strong. It's likely that the specifics
of each employment will have a greater impact on the psychological effects of expanding
service. Therefore, it is important to pay attention to the particulars of the job situation when
evaluating the tenure variable.