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Job Satisfaction

The document discusses attitudes, emotions, and job satisfaction. It defines attitudes and emotions, and examines measures and theories of job satisfaction. The document also explores the relationship between job satisfaction, performance, and organizational commitment.

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Rafi Muhammad Rao
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30 views

Job Satisfaction

The document discusses attitudes, emotions, and job satisfaction. It defines attitudes and emotions, and examines measures and theories of job satisfaction. The document also explores the relationship between job satisfaction, performance, and organizational commitment.

Uploaded by

Rafi Muhammad Rao
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Attitudes and Emotions

 Attitudes are judgments


 Emotons are experiences
 We feel emotions
 We think about attitudes
 We experience most emotions
briefly
 Many attitudes last a long time
Model of Attitudes and Behavior

Beliefs

Attitude Emotional
Feelings Episodes

Behavioral
Intentions

Behavior
Job Satisfaction -?
 A person’s evaluation of his/her job
and work context. A collection of
attitudes about specific features of
the job.
 85% of American’s report they have
been satisfied with their jobs for the
last 10 years.
Measures of Job Satisfaction
 General or Global Job Satisfaction
 How satisfied are you with your current
job?
 Facet/Features Satisfaction:
Satisfaction with Pay, Benefits,
Supervision, Co-workers, The Job
Itself, Promotional Opportunities,
Job Satisfaction
 Employee job satisfaction is both a
function of the person and the job
environment.
 Person – characteristics like education,
work experience, age, expectations,
negative or positive disposition can affect
job satisfaction
 Job Environment – management style or
leadership, autonomy, work tasks, social
support, the design of the job etc.
Theories of Job Satisfaction
 Fulfillment theory – receiving more
of something on the job is better
 Discrepancy theory – the perceived
gap between what one wants from
the job and what one perceives it is
offering
 Equity theory – perceived equity in
the employee’s outcome/input ratio
compared to others
Theories of Job Sat. Con’t
 Intrinsic/Extrinsic – intrinsic sources
originate within the employee and
have psychological value (i.e.,
challenging work, recognition, sense
of accomplishment etc.)
 Extrinsic sources originate outside of
the employee (i.e., working
conditions, relationships with co-
workers, supervisors etc.)
Job Satisfaction and Behavior

Job dissatisfaction increases ,


absenteeism, theft
Weak to moderate association
with job performance
Satisfaction - Performance
 General attitudes . don’t predict
specific performance behaviors very
well.
 Dissatisfied employees can still put
out effort and work productively
while complaining, looking for
another job or waiting for
something to be fixed.
Satisfaction - Performance
 Job Performance leads to Job
satisfaction but only when
performance is linked to valued
rewards. Higher performers receive
more rewards, consequently they
are more satisfied.
 Many organizations don’t reward
good performance
Satisfaction - Performance
 Job satisfaction might influence
motivation but this isn’t real
predictive of actual performance.
 The job sat. --->performance
relationship is strongest when
employees have control at work and
more freedom.
Organizational Commitment
 Affective commitment
 Emotional attachment to,
identification with, and
involvement in an organization

 Continuance commitment
 Belief that staying with the
organization serves your
personal interests – too costly to
quit
Commitment is Related to
 Turnover
 Absenteeism
 Customer Satisfaction
 Competitive Advantage
 Work Motivation
 Organizational Citizenship
Possible Negative Consequences of
Continuance Commitment

 Low-cost loans, stock options,


deferred bonuses may tie
employees to the company
 Continuance commitment is not
necessarily loyalty
Building Organizational
Commitment

 Maintain fairness, values, and


integrity
 Provide some job security
 Support organizational
comprehension - communicate
 Involve employees in decisions
 Build trust

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