Employee Job Satisfaction
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Added on 2019-10-12
Employee Job Satisfaction
Added on 2019-10-12
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Chapter 2: Literature Review2.1 Introduction to Employees Job SatisfactionEmployee job satisfaction is multi-dimensional concept and may be applicable to productivity and organizational commitment. It is observed as an individual or a social dimension, or from perspectives such as cost and reward, public sector and private sector.Research objective of this study is to establish the most important factors of job satisfaction which have influence on employees. Job satisfaction is considered to be an important indicator through which employees can feel about their jobs and a predicator of work behavior such as absenteeism, organizational citizenship and turnover. Job satisfaction is the main factor that emphasizes recognition, income, promotion for feeling of fulfillment (AZIRI 2011). Job satisfaction is considered as an important factor for employees’ retention. It is defined as employees’ views regarding various magnitude of their job (Omidifar 2013). Job satisfaction is explained as a bi-dimensional concept which provides two types of approaches, intrinsic and extrinsic satisfaction dimensions (Funmilola et al. 2013). Job satisfaction is measured by two techniques; Minnesota Satisfaction Questionnaire (MSQ) and Job Description Index (JDI). The MSQ can be utilized both individually and in group but it does not consider gender differences. 1977 version of MSQ indicates various aspects of job like co-workers, achievement, activity, advancement, authority, company policies, compensation, security, working conditions etc. But JDI is one of the widely used measuring techniques which 1
consider all aspects of work, including gender differences. The scale of job satisfaction is a) Nature of work; b) Pay; c) Co-workers and d) Promotion (Astrauskaitė et al. 2011).2.2 Definitions of Employees Job SatisfactionJob satisfaction is defined as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences”. According to Locke’s Job Satisfaction Model (1976) there are mainly two factors for describing the job satisfaction and they are job components and comfort factors. Job components include reward, interest, opportunities to use abilities, creativity, variety, self-esteem and supervision, challenge, autonomy and relations with co-workers. Comfort factors comprise characteristics of the enterprise and its management, workinghours, travel time, physical surrounding, relations between employee, work and the environment.On the other hand, Newstrom (2011) opines job satisfaction as “a set of favorable or unfavorablefeelings and emotions which employees view with their work”. According to Fogarty, job satisfaction is referred to such employees who can expand enjoyment positively from their endeavors in their workplace. According to Kaplan (2008), emotional aspect pinpoints individual’s feelings regarding the job as well as the cognitive aspect refers to one’s deliberations and beliefs regarding the job and behavioral element which recommends to people'sinvolvement with respect to the job (UNUTMAZ 2014).Theories of job satisfaction are categorized into two categories: content theories and process theories.Content theories recognize factors which lead to job satisfaction or dissatisfaction and the end result of job satisfaction can be observed when employees realize the need for growth and self-actualizationare obtained through their job. On the other hand, Process theories try to create links between variables and clarify job satisfaction in terms of individual’s expectations and values.Maslow’s Hierarchy of Needs A.H. Maslow established the hierarchy of human need model and according to Maslow, human needs are divided into five categories. These categories contain all human activities, which are “Physiological or Basic Needs”, “Security or Safety Needs”, “Belonging or Affection Needs”, 2
“Esteem or Ego Needs” and “Self-Actualization Needs”. This model states that feeling is satisfied to a certain level. Lower level need wishes to create a desire which fulfills a need on a higher level. Each employee of an organization wish to move to the next level after achieving thelower level need and the old need unable to find its importance since it is satisfied. The ERG Theory Clayton Alderfer recommended ‘Existence-Relatedness-Growth’ Theory. The ERG theory is an addition of Maslow's hierarchy need theory. Alderfer explained that needs are classified into three categories, rather than five and these are; ‘Existence’ needs, ‘Relatedness’ needs and ‘Growth’ needs. Existence needs are analogous to Maslow's physiological and safety need categories. Secondly, ‘Relatedness’ needs focus on interpersonal relationships, which are similar to Maslow's belongingness and esteem needs. On the other hand, ‘Growth’ needs are associated with Maslow's esteem and self-actualization needs.Theory X and Theory YDouglas McGregor proposed Theory X and Theory Y and these two different assumptions communicate to the relationships between managers and employees. The main statement of Theory X is that employees have an aversion to work and have tendency to stay away from it. This kind of people must be controlled and pressurized with punishment in order to get the desired aims. On the other hand, Theory Y is assumed that employees could have corresponded self-direction and they are dedicated to the jobs. According to McGregor, Theory Y is seemed to be more valid and employees are engaged in the job so job involvement, autonomy and responsibility have a tendency to increase employee motivation in this theory.Herzberg-Two Factor Theory Herzberg proposed two-factor theory of motivation where the factors are divided into two aspects, “motivators” and “hygiene”. Herzberg explained that the “motivators” indicate the intrinsic satisfaction and stand for the need for self-actualization and growth. The motivators are based on personal observation and internal feelings which contain achievement, the work itself, 3
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