Tips For Job Satisfaction
Job satisfaction is one of the most researched topics in the area of workplace psychology which has been found to be connected with various psychosocial issues ranging from guidance to job design. This article outlines the key definitions regarding job satisfaction, the main theories associated with explaining job satisfaction, the types of job satisfaction as well as the issues surrounding the determination of job satisfaction. Multiple researchers and practitioners have contributed their own definitions of what job satisfaction is, due to its characteristics in the field of professional and organizational psychology. However, the two most common definitions describe job satisfaction as: “The pleasurable emotional state resulting from the appraisal of one’s job as achieving or helping the performance of job values. The main principle of this theory is that satisfaction is determined by a difference between what one wants in a job and what one has in a job.
Factors influencing Job Satisfaction
The job characteristics related to job satisfaction are the five core characteristics which are skill variety, task identity, autonomy, task significance, and job feedback. Aspects such as working conditions, stress, workload, and social relationships can also play a vital role. Essentially, what this boils down to is the fact that an employee is likely to be more satisfied if their expectations of the job are met in these areas. In our case study example, the initial problem was a management style that was too laid back, resulting in low morale and unity, high chances of work negligence, and poor performance.
The social-information processing procedure to job fulfillment assumes that positions are defined, in part, by the emotions of those around us. People look up to others to make sense of the environment. This proposes that employees will be more satisfied if their co-workers are convinced whereas if everyone else in the department is regularly whining and complaining about their job, this will tend to affect negatively on one's own level of achievement and satisfaction.
One of the major factors that provide job achievement is individual personal characteristics. There are major aspects of causation that regards character as a powerful aspect of job achievement just like social cognitive, personality traits. In summary, this idea suggests that personality traits predispose an individual to either be satisfied or dissatisfied across his/her careers.
It is a very popular view that job satisfaction is associated with high job performance, the relationship between job performance and job satisfaction. There have been many studies done on job satisfaction and performance for many years and for the most part, the relationship has been found to be strong. Attitude can also help with performance. If the attitude is good, it can carry good behavior behind it but if an attitude is bad, it can carry poor behavior. Right attitude on the job makes a difference.
- Job Security
Especially in times of economic theory, job security is a very important factor in determining an employee's job satisfaction. Job assurance of an employee will most likely increase job satisfaction.
- Company Policies
Policies that are genuine, honest and applied equally to all employees will increase satisfaction. Therefore, fairness and clarity are crucial in improving an employee’s attitude. For example, if a company has a policy for lunch breaks having the same length and time for all, it will be seen as a norm and will help cut down on wasted time and low productivity.
In short, the relationship of satisfaction to productivity is as honest as often expected. It can also be determined by several different work-related constructs. The idea that “a happy worker is a productive worker” should be the justification of organizational decision-making. Employee personality may even be more valuable than job satisfaction in considerations to performance. As the famous philosopher, Aristotle said: “Pleasure in the job puts perfection in the work”.