Job Satisfaction

Definition

• Job satisfaction as a positive feeling about a job resulting from an evaluation of its characteristics.

• What causes satisfaction/ Determinants of Job Satisfaction

Personal Factors Environment Factors

Environmental

Work itselfPay and Advancement opportunitiesSupervisorscoworkers

Personal

• Age • Gender• Educational Level• Marital Level• Experiences

Employee Responses to Dissatisfaction

• Exit: Behavior directed toward leaving the organization, including looking for a new position as well as resigning.

• Voice: Actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and some forms of union activity.

• Loyalty: Passively but optimistically waiting for conditions to improve, including speaking up for the organization in the face of external criticism, and trusting the organization and its management to “do the right thing.”

• Neglect: Passively allowing conditions to worsen, including chronic absenteeism or lateness, reduced effort, and increased error rate.

• Exit and neglect behaviors encompass our performance variables—productivity, absenteeism, and turnover. • Voice and loyalty are constructive behaviors allow

individuals to tolerate unpleasant situations or to revive satisfactory working conditions. It helps us to understand situations, such as those sometimes found among unionized workers, where low job satisfaction is coupled with low turnover.

Employee Responses to Dissatisfaction

Exit• Behavior

directed toward leaving the organization

Voice• Active and

constructive attempts to improve conditions

Neglect• Allowing

conditions to worsen

Loyalty• Passively

waiting for conditions to improve

Active

Passive

ConstructiveDestructive

Impact of Satisfied and Dissatisfied Employees on the Workplace

• Job Performance– Satisfied workers are more productive AND more

productive workers are more satisfied.• Organizational Citizenship Behaviors– Satisfaction influences OCB moderately correlated

• Customer Satisfaction– Satisfied frontline employees increase customer

satisfaction and loyalty. • Absenteeism– Satisfied employees are moderately less likely to miss work.

• Turnover– Satisfied employees are less likely to quit.– Many moderating variables in this relationship.• Economic environment and tenure• Organizational actions taken to retain high performers

and to weed out lower performers

• Workplace Deviance– Dissatisfied workers are more likely to unionize,

abuse substances, steal, be tardy, and withdraw.