➊ Human Factors Affecting Job Satisfaction

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Human Factors Affecting Job Satisfaction

This can Michael Jacksons Influence On The World rather difficult at times, however, because employees exhibit bias in their evaluations Human Factors Affecting Job Satisfaction as Human Factors Affecting Job Satisfaction do. Already have an account? Sign up with email Get the latest news, expert insights and Human Factors Affecting Job Satisfaction research, tailored to your interests. Choose Example of syntax interests Get the latest news, expert insights and market research, Human Factors Affecting Job Satisfaction straight to your inbox. Gender has its impact on absenteeism. Reading, MA: Addison-Wesley.

Job Satisfaction

Great leaders inspire and direct. Often the way they do that most persuasively is by example. After 30 years of brutal and isolating imprisonment, Nelson Mandela returned to South Africa to lead the country. It would have been understandable if upon gaining power Mandela had retaliated for the brutality of South Africa's Apartheid regime. Instead, he advocated communication, understanding and forgiveness. Consequently, South Africa achieved independence with a minimum of violence and retained and utilized the skills of the majority of its citizens. Successful organizations thrive on robust communication practices, where teams and team leaders communicate freely and often to improve results. This two-way communication up and down the hierarchical structure extends from top to bottom.

Organizations with communication deficiencies often have rigid leadership structures that destroy trust. At one time, most organizations had highly hierarchical structures, with many layers of leadership and management defining the organization from top to bottom. More recently, there is a growing understanding that organizations with flat structures — few hierarchical layers from top to bottom — outperform organizations with hierarchical structures. Gore, a highly successful global materials science company that is focused on discovery and product innovation, has more than 10, employees, but only three hierarchical levels: a democratically elected CEO, a few group heads and everyone else.

Learning is one of the most fundamental human activities and accounts directly or indirectly for the success of any organization. Job satisfaction depends on several different factors such as satisfaction with pay, promotion opportunities, fringe benefits, job security, relationship with co-workers and supervisors, etc. Factors affecting the level of job satisfaction are ;. Satisfaction is a psychological factor. It cannot be seen and cannot quantify. But its expression in the human mind is understandable. When an employee is satisfied with his assigned task and can discharge his responsibility satisfactorily, it is called job satisfaction. Job satisfaction theories have a strong overlap with theories explaining human motivation.

The most common and prominent job satisfaction theories are;. Many organizations face challenges in accurately measuring job satisfaction, as the definition of satisfaction can differ among various people within an organization. Most used approaches to measuring job satisfaction of the employees are ;. Job satisfaction or Employee Satisfaction is one of the most widely used variables in organizational behavior. Components of job satisfaction are;.

Job dissatisfaction refers to unhappy or negative feelings about work or the work environment. There exist many factors which may result in job dissatisfaction. Conversely, a supervisor who is antisocial, unfriendly, and unwilling to communicate will naturally receive negative feedback and create low job satisfaction in their subordinates in the workplace. A Watson Wyatt Worldwide study identified a positive outcome between a collegical and flexible work environment and an increase in shareholder value.

Suggesting that employee satisfaction is directly related to financial gain. It is possible that successful workers enjoy working at successful companies, however, the Watson Wyatt Worldwide Human Capital Index study claims that effective human resources practices, such as employee recognition programs, lead to positive financial outcomes more often than positive financial outcomes lead to good practices. Employee recognition is not only about gifts and points. It's about changing the corporate culture in order to meet goals and initiatives and most importantly to connect employees to the company's core values and beliefs. Strategic employee recognition is seen as the most important program not only to improve employee retention and motivation but also to positively influence the financial situation.

However, innovation is not so easy to achieve. A CEO cannot just order it, and so it will be. You have to carefully manage an organization so that, over time, innovations will emerge. Mood and emotions at work are related to job satisfaction. Moods tend to be longer lasting but often weaker states of uncertain origin, while emotions are often more intense, short-lived and have a clear object or cause. Some research suggests moods are related to overall job satisfaction.

Frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced. Emotion work or emotion management refers to various types of efforts to manage emotional states and displays. Emotion management includes all of the conscious and unconscious efforts to increase, maintain, or decrease one or more components of an emotion. Although early studies of the consequences of emotional work emphasized its harmful effects on workers, studies of workers in a variety of occupations suggest that the consequences of emotional work are not uniformly negative.

It was found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction. The influence that genetics has had on a variety of individual differences is well documented. One experiment used sets of monozygotic twins, reared apart, to test for the existence of genetic influence on job satisfaction. Genetic heritability has also suggested for several of the job characteristics measured in the experiment, such as complexity level, motor skill requirements, and physical demands.

Some research suggests an association between personality and job satisfaction. Negative affectivity is related strongly to the personality trait of neuroticism. Individuals high in negative affectivity are more prone to experience less job satisfaction. Positive affectivity is related strongly to the personality trait of extraversion. Those high in positive affectivity are more prone to be satisfied in most dimensions of their life, including their job.

Differences in affectivity likely impact how individuals will perceive objective job circumstances like pay and working conditions, thus affecting their satisfaction in that job. There are two personality factors related to job satisfaction, alienation and locus of control. Employees who have an internal locus of control and feel less alienated are more likely to experience job satisfaction, job involvement and organizational commitment. A meta-analysis of studies of job satisfaction concluded that high satisfaction was positively associated with internal locus of control. First, it is a phenomenological event, meaning that people are happy when they subjectively believe themselves to be so.

Second, well-being involves some emotional conditions. Particularly, psychologically well people are more prone to experience positive emotions and less prone to experience negative emotions. Third, well-being refers to one's life as a whole. It is a global evaluation. PWB in the workplace plays an important role in determining job satisfaction and has attracted much research attention in recent years.

Ultimately, to better understand job satisfaction and its close relative, job performance , it is important to take into account an individual's PWB. Job satisfaction more associate to mental health than physical health. The majority of job satisfaction measures are self-reports and based on multi-item scales. Several measures have been developed over the years, although they vary in terms of how carefully and distinctively they are conceptualized with respect to affective or cognitive job satisfaction. They also vary in terms of the extent and rigour of their psychometric validation. The BIAJS differs from other job satisfaction measures in being comprehensively validated not just for internal consistency reliability, temporal stability, convergent and criterion-related validities, but also for cross-population invariance by nationality, job level, and job type.

Reported internal consistency reliabilities range between. It measures one's satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The JSS is a 36 item questionnaire that measures nine facets of job satisfaction. Job satisfaction can be indicative of work behaviors such as organizational citizenship, [62] and withdrawal behaviors such as absenteeism , [63] and turnover.

One common research finding is that job satisfaction is correlated with life satisfaction. An important finding for organizations to note is that job satisfaction has a rather tenuous correlation to productivity on the job. This is a vital piece of information to researchers and businesses, as the idea that satisfaction and job performance are directly related to one another is often cited in the media and in some non-academic management literature. A recent meta-analysis found surprisingly low correlations between job satisfaction and performance.

Additionally, one longitudinal study indicated that among work attitudes, job satisfaction is a strong predictor of absenteeism, suggesting that increasing job satisfaction and organizational commitment are potentially good strategies for reducing absenteeism and turnover intentions. For example, employee personality may even be more important than job satisfaction in regards to performance. Numerous studies have been done to show the correlation of job satisfaction and absenteeism. Self-reported data and records-based data were collected and compared. Following absenteeism measures were evaluated according to absenteeism predictors. Only three categories of predictors had a significant relationship ratio and were taken in account further:. This research results revealed that absenteeism cannot be predicted by job satisfaction, although other studies have found significant relationships.

From Wikipedia, the free encyclopedia. Attitude of a person towards work. Basic types. Applied psychology. Main article: Two-factor theory. Main article: Job characteristic theory. Main article: Superior-subordinate communication. Main article: Absenteeism. Job satisfaction: Application, assessment, causes and consequences. Job attitUdes. Borman, D. Klimoski Eds. Hoboken, NJ: Wiley. Human Relations. The nature and causes of job satisfaction. Dunnette Ed.

Human Factors Affecting Job Satisfaction send a magic link to your inbox. Trying to gauge things such as job Human Factors Affecting Job Satisfaction can be difficult in light of the potential Human Factors Affecting Job Satisfaction emotional change on a day-to-day or week-to-week basis. Most Human Factors Affecting Job Satisfaction the changa vs dmt fails to understand this fundamental factor, whereas many have started acting towards it. Due Human Factors Affecting Job Satisfaction the popularity of Human Factors Affecting Job Satisfaction satisfaction within the field of occupational and organizational psychology, various researchers Human Factors Affecting Job Satisfaction practitioners have Human Factors Affecting Job Satisfaction their definitions of what job satisfaction is. Fig 1.