Job satisfaction: it's a collection of feelings that an individual holds towards his or her job.

Job commitment: is the feeling of responsibility that a person has towards the mission and
goals of an organization. When an individual has job commitment, he or she is more likely to
perform tasks and responsibilities that will help an organization achieve a goal
Job Satisfaction and outcomes:
I. Satisfaction and productivity: It has been found from most of the studies that
happy organization are more productive that means if employees are satisfied with
their work, they will be more productive. But it has also been found that happy
workers are not necessarily productive, but productivity is likely to lead to
satisfaction
II. Job satisfaction and Performance: Many India Studies have concluded that
there exists a positive relationship between Job satisfaction, job performance and
job motivation.
III. Job satisfaction and accident: A worker with better job satisfaction tends to be
better adjusted on the job, in his home, and in social and emotional arenas.
Therefore, the satisfied workers are less likely to face accidents as compared to
dissatisfied employees
IV. Satisfaction and absenteeism: It has been found that there exists a negative
correlation between job satisfaction and absenteeism and the dissatisfied
employees are more likely to miss their work.
V. Satisfaction and turnover: Job satisfaction and job turnover are also having
negative correlation, and their correlation is much stronger than the satisfaction
and absenteeism. It has also been found that lower-level jobs are having more
turnover as compared to the higher-level jobs, as very few efforts are put by the
organizations to motivate and keep lower-level employees within the
organizations.
VI. Job satisfaction and Organizational citizenship behaviour: The satisfied
employees have positive organizational citizenship behaviour, but this happens
only if there is a trust of employees on organizational procedures & fairness of
pay policies. And when an employee trusts the employer, he or she can engage in
Behaviours that go beyond their formal job requirements for achievement of
organizational goals.
VII. Job satisfaction and Customer satisfaction: Satisfied employees are less prone
to turnover, and customers are more likely to encounter familiar faces and receive
experienced service. These qualities are likely to increase the customer
satisfaction and loyalty
Factors affecting Job satisfaction:
1. 1. Purpose: An employee's purpose is the fulfilment they get when they do work that is
meaningful to them. When employees find purpose in their workplace, they feel more
motivated, passionate and committed to their job. It also makes them more authentic and
enthusiastic at work, helping them collaborate better with others and improving their
productivity.
2. Engagement: Engagement in the workplace is essential to improving employee
satisfaction and performance. When employees feel engaged in their work, they can
direct their efforts to accomplishing short-and-long-term goals and towards their team's
success
3. Compensation: Compensation is the monetary value employees receive for their efforts
and contributions. Providing fair compensation is a means for companies to demonstrate
that they value their employees' efforts. They can do this by providing competitive
salaries, health and wellness benefits, yearly bonuses, overtime pay, stock options and
employee benefit programs. This helps improve employee productivity, motivation and
loyalty. It also allows an organization to attract top talent and retain existing employees.
4. Opportunities: Having a well-defined career path and development opportunities helps
employees improve their skills and expertise. Organizations can provide career
development opportunities by encouraging employees to complete certification courses,
attend networking events and conferences, publish research papers and pursue higher
education. They can also organize management and leadership training for mid-level and
senior employees, which helps them improve their leadership, time management and
communication skills. When employees receive additional resources and time to focus on
learning new skills and being more competent, they become more productive and
engaged in their job.
5. Management: Employees' relationship with management impacts their job satisfaction.
Employees who have a positive relationship with the management feel more trusted,
respected and valued for their contribution. Effective management also promotes a
healthy feedback culture that encourages employees to provide feedback for their peers
and seniors without feeling apprehensive
6. Flexibility: Providing flexibility to employees based on location, type of contract and
work hours can help improve job satisfaction. When employees have the ability to choose
where and how they work, they can make decisions that suit their lifestyle and
responsibilities. It improves their ability to work independently, take accountability and
be more responsible. It also aids an organization in attracting top talent and employee
retention.
7. Culture: Organization culture includes shared values, goals and attitudes that a company
promotes and practices in its daily operations. It defines how employees interact with one
another, their work habits, the values they hold and the decisions they make. A healthy
work culture promotes creativity, collaboration, inquisitiveness, curiosity, teamwork,
innovation and transparency.