Job Satisfaction and Its Impact on Employee Performance

Running Head: SOCIOLOGY 0
ORGANISATION
BEHAVIOUR

SOCIOLOGY
Job Satisfaction
Job satisfaction is a notion states how satisfied an individual is with his or her current
job. It has been increasingly becoming important in the workplace is known to be one of the
significant technique to motivate the personnel to work harder. In rational terms, job
satisfaction can be described as the scope of positive feelings or behaviour have towards their
jobs (Renee Baptiste, 2008). In any field of work, job satisfaction depends a lot, on how
conductive the work environment is. It is also often said, “A happy employee is a productive
employee”. The employee will generally be happy if who is satisfied with his job. With
regards to this, job satisfaction means diverse things to different individual as for some
people it implies six figure salary or getting a higher position in an organisation. However, a
lot of people make align wealth and social status with wellness and happiness and they do not
mind spending their whole lives at the workplace provided that they receive fine salaries
(Gregory et al, 2009).
In addition, job satisfaction also has a major influence on the broad life of the
individual as a satisfied worker is a contended with better physical and mental well-being. In
a business enterprise, satisfaction of job is also related to working conditions such as good
infrastructure, adequate facilities, positive relationship with supervisors and salary bundle
(Amin et al, 2014). All these factors result in motivating the employees to perform better for
organisation and thus reflecting job satisfaction. There are three important dimensions in
association with job satisfaction. The first dimension states that job satisfaction cannot be
realized, it can only be inferred while relating individual feelings towards one job. Secondly,
it is also generally determined by how well result fulfils the expectations or surpasses it
(Gokhale, 2012). If the personnel working in the firm sees that they are meeting targets much
than others in the division, however, getting lower rewards or recognition, it will lead to
dissatisfaction and also may reflect a negative behaviour in extent with the supervisor,
employer or job. On the contradictory side, if they see that employer and management treat
them equally and offers proper recognition, they will show positive behaviour and will be
much satisfied. At last, job attitude and job satisfaction are also used in exchange. For
instance, positive jobs theoretically show comparable to job satisfaction and negative attitude
in relation to job implies job dissatisfaction (Cuyper et al, 2008). In spite of these two terms
are used in exchange, however, there are differences between the two. Job satisfaction is
called to be a particular subset of attitudes that shows an individual emotion to enterprise and

SOCIOLOGY
objects. Considering all, it is important for the managers to pay greater attention to job
satisfaction continuously.
To gain deeper insights, the management also required to know various factors
influencing job satisfaction. Job satisfaction rest on on several aspects including promotion
opportunities, job security relationship with employers and many others (Hausknecht, Rodda
& Howard, 2009). The factors are come across in main four headings namely organizational
factors, work environmental factors and personal factors. Organisation factors consist of
salaries and wages, promotion changes and company policies. Salaries and wages play a vital
role in impacting job satisfaction as money is a significant tool in fulfilling one's
requirements (Osibanjo et al, 2014). In relation to Maslow model of satisfaction, money also
fulfils the first level desires. In addition, it is also a sign of success as higher pay shows
greater mark of involvement against business set-ups. Non-monetary advantage is also
essential; however, they are not as persuasive. The workers, usually, requires a payment
system which is fair, simple and in mark with the expectations. The next element in
organisation factors includes promotion chances that indicate a worker value to the firm,
which drive boost morale. It also includes positive changes such as less supervision, more
freedom, higher salary and status. The last element in organisation factor involves company
policies and structure that highly influence employee’s job satisfaction. The human behaviour
in the enterprise is also governed by these organisational policies (Lengnick-Hall, Beck &
Lengnick-Hall, 2011). For instance, stringent policies may lead to building of dissatisfaction
among employees and on the other hand, flexible and fair policies generally bring more job
satisfaction among employees.
The next significant elements that influence job satisfaction comes under work
environmental factors such as supervision, workgroup and working conditions. One of the
significant sources of job satisfaction is supervision (Judge, Hulin, & Dalal, 2012). The
employer who develops an understanding personal relationship with juniors and yield
individual interest in them lead to greater member’s satisfaction. Team or nature of
workgroup will also affect job satisfaction. An employee having positive interactions with
their peers and team members gives various opportunities while serving as a source of
support. In addition, if they have similar values and attitudes, there will be stronger sources of
satisfaction. In work environmental factor, working conditions are the next factor as many
employees desire good working conditions as it benefits them with more physical comfort
(Mowday, Porter & Steers, 2013). The constituents in working conditions include