Nadie | Le Nguyen Quoc Vinh | 黎阮國榮 Student ID: 1117182

Reflective Journal of Job Satisfaction

T HE formation and success of a business depends a lot on its human resources. One thing is
for sure, an investor cannot take care of operations, production and distribution alone. To
run a business smoothly and efficiently, they will need a talented and sustainable workforce to
support them. How to retain talent? How to minimize turnover rate? Job satisfaction has never
been easy for any business. So what issues should investors pay attention to?
We can't just come and ask "Are you satisfied with your job employees?" to gauge their
satisfaction with our corporate environment. Let's start with their attitude. Humans are very
predictable, although they can sometimes hide their true feelings to cope under certain
circumstances. There are studies that have shown that some of your behaviors and actions can
reflect your emotions, life experiences, or even your background. Therefore, businesses should
start from assessing employees' attitudes to predict behavior and contrast.
We asked "how" and now we will ask "which". Which tools can help us measure employees'
attitudes to evaluate job satisfation? They are Job Satisfaction, Job Involvement, Organizational
Commitment, Employee Engagement, Perceived Organizational Support (POS). By measuring,
identifying and evaluating these attitudes, enterprises can partly predict the contribution trend of
employees.
What causes job satisfaction? All relationships are sustainable if they are win-win. We can
completely pursue our own interests when creating benefits for someone and in business too.
Employees are completely justified in demanding benefits and benefits from the environment
and from the business to be satisfied. Those factors are job condition, personality, pay, corporate
social responsibility. And the outcomes of job satisfaction will directly affect every aspect of the
business and its employees: better job performance, more positive organization citizenship
behavior, more customer satisfation and more employees' life satisfaction. This seems to solve
the problem stated at the beginning of the article.
So what are the implications of employee turnover? From the causes of job satisfaction we can
identify and prevent these factors from happening in the business. From the graph it is shown
that work itself and the environment are the highest employee satisfaction factors and the toxic
work environment seems to be the issue causing the highest turnover. So to ensure minimum
turnover, start from assessing the balance between the business and employees objectively to
identify problems before it is too late because the cost of employee turnover is high.
If you wonder how to monitor and measure job satisfaction, do your research and empathize
because managers often “don’t get it”. Less misunderstanding, more satisfaction. Listen and
communicate, this will help you catch and promptly handle problems with employees. Job
satisfaction is basically just a consequence of communication, so use communication to measure
and monitor job satisfation.

Organizational Behavior Theory and Practice – CM720