Job Satisfaction

Job Satisfaction

By, Reshma T

Job Satisfaction Personality type, coping skills, procedural justice, locus of control, and organizational involvement are all factors that affect job satisfaction. This study looks at other factors such as age, education level, sex, shift, and part or full-time status to see how they affect job satisfaction. Employees of the Wal-Mart Supercenter in St. Joseph, Missouri filled out surveys intended to gather information about what makes people satisfied with their jobs, and what types of people are more likely to be satisfied with their jobs. Results showed that there were three major predictors of job satisfaction: thinking all employees are treated equally by their boss, sex (females were more satisfied than males), and employees seeing themselves having a future in their present job. Factors hypothesized to be significant predictors of job satisfaction, such as education level and age, did not turn out to be significant at all. Shift was significant, however, in that first shift workers were more satisfied with pay than were second or various shift workers. There have been many studies performed to determine variables that affect job satisfaction. Some have looked at factors such as organizational involvement, locus of control, age, identification with role, dual career families, and commitment to organization. Others have examined stress, Type A behavior, coping strategies,

participation in decision making , procedural justice, emotional exhaustion, race, and education . Prause and Dooley found that a larger percentage of intermittently unemployed and non full-year poverty wage workers expressed dissatisfaction with their jobs when compared to the employed and full-year poverty wage workers. This suggests superiors and subordinates may tend to accentuate their differences and be more prone to stereotype one another. These are at the functional core of many jobs.

FACTORS AFFECTING JOB SATISFACTION 1.

Work Itself:(a) Skill Variety (b) Task Identity (c) Task Significance (d) Autonomy (e) Feedback

2.

Pay Structure:- It should be more attractive & lucrative. Some people get satisfaction only because of the salary and Compensation and they stick to the organization for a long time.

3.

Advancement Opportunities:-There should be good scope and opportunity to grow. Opportunity should be given to employees at regular interval.

4.

Supervision:-Proper supervision should be there in every organization. It helps the employee not to deviate from their path. And Employee works in a proper way.

5.

Co-Workers:- It is an important factor. Employee feels comfortable when their colleagues are good. They feel happy, because they can gain knowledge, culture, & so many things.

6.

Environment:- Company should be free from dispute, politics. Employees like to work in friendly environment.

7.

Compensation & Benefits:-Employee wants more compensation & benefits. Benefits attract employees like perquisites, fringe benefits, club memberships etc.

8.

Training:-What kind of training is given to employees. Employees are gaining how much benefits out of it.

9.

Climate, City & Neighbours:- Employees wants to work in a good climate. Sometimes city also matters that it is affordable to him an comparison of salary.

10. Ethics

& Principle:- The ways a firm is doing business. Some people are very ethical. They will never compromise with their values & principles.

Relationships of the Big Five Traits With Job Satisfaction Neuroticism Because of their essentially negative nature, neurotic individuals experience more negative life events than other individuals in part, because they select themselves into situations that foster negative affect. To the extent that such situations occur on or with respect to the job, they would lead to diminished levels of job satisfaction. Neuroticism has been described as the primary source of NA, and the link between NA and job satisfaction was documented in meta-analysis. Extraversion Whereas Neuroticism is related to the experience of negative life events, extraverts are predisposed to experience positive emotions , and positive emotionality likely

generalizes to job satisfaction, as demonstrated meta-analysis of PA-job satisfaction relationships. Evidence also indicates that extraverts have more friends and spend more time in social situations than do introverts and, because of their social facility, are likely to find interpersonal interactions (such as those that occur at work) more rewarding . Openness to Experience Openness to Experience is related to scientific and artistic creativity , divergent thinking, low religiosity, and political liberalism. None of these psychological states seem to be closely related to job satisfaction. Furthermore, it is noted that "Openness to Experience is a 'double-edged sword' that predisposes individuals to feel both the good and the bad more deeply" , rendering its directional influence on affective reactions like subjective well-being or job satisfaction unclear. Agreeableness McCrae and Costa (1991) argued that Agreeableness should be related to happiness because agreeable individuals have greater motivation to achieve interpersonal intimacy, which should lead to greater levels of well-being. Indeed, they found that Agreeableness was positively related to life satisfaction, although at a relatively low level (mean r = .16). Assuming these same communal motivations exist on the job, then the same process should operate with respect to job satisfaction. Organ and Lingl (1995) apparently agreed, commenting that Agreeableness "involves getting along with others in pleasant, satisfying relationships". Conscientiousness Organ and Lingl (1995) argued that Conscientiousness should be related to job satisfaction because it represents a general work-involvement tendency and thus leads to a greater likelihood of obtaining satisfying work rewards, both formal (e.g., pay, promotions) and informal (e.g., recognition, respect, feelings of personal accomplishment). Indirectly, the subjective well-being literature also suggests a positive relationship between Conscientiousness and job satisfaction.