The Impact of Job Satisfaction on Employee Performance & Behaviour

This essay explores the concept of job satisfaction within organisation behaviour, defining it as an individual's contentment with their job and highlighting its importance in motivating employees. It discusses how job satisfaction is influenced by various factors, categorized into organisational (salaries, promotion, policies), work environmental (supervision, workgroup, conditions), and personal aspects (age, tenure, personality). The essay also examines the relationship between job satisfaction and employee performance elements such as productivity, turnover, absenteeism, and union activities. It concludes that job satisfaction stems from the perception that a job offers individual value, leading to a positive organisational climate, reduced absenteeism and turnover, and increased employee retention. The study references various researchers and their findings, emphasizing the practical implications of fostering job satisfaction in the workplace.

Running Head: SOCIOLOGY 0
ORGANISATION
BEHAVIOUR

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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

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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

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temperature, working hours, cleanliness in the workplace, noise and lightning and ventilation.
If organisation is not able to provide necessary working conditions and take it granted, it will
lead to job dissatisfaction while resulting in physical danger and discomfort.
In last, personal factors is the other element that helps the management in assessing
whether an individual is satisfied or not. It was found in various researches that people having
negative attitude would object everything about job. Some of important personal factors
include age and seniority, tenure and personality. Considering age and seniority, people who
are more experienced and mature are more satisfied with the situation whether it is
challenging (Miller, Mire & Kim, 2009). In addition, people who do not move up at all the
time are more likely to be dissatisfied with their jobs. In addition, staffs with extended tenure
are projected to be very contented with their jobs. Concerning this, it also ensures job
security, which offers great satisfaction to the employees and helps them to effectively plan
for the future deprived of any fear of losing their jobs. At last, personality is another aspect
that is also directly related with job satisfaction. This sort of satisfaction comes from within
an individual.
Various researches have also shown that there is a association between job
satisfaction and employees performance. It can also be breakdown into various performance
elements such as productivity, employee turnover, absenteeism, union activities and safety.
Considering research of VROOM conducted in 1964 and based on productivity, there was
more evidence to suggest that job performance leads to job satisfaction (Estes & Polnick,
2012). In addition, saying that “A happy worker is a productive worker” is not always
incorrect. If employees get rewards, which include both extrinsic and intrinsic value, it will
surely lead to better job performance. The next performance elements are linked with
employee turnover. It is one of the significant concern for management as it creates job
dissatisfaction. Though there are various factors for lower turnover, however, high job
satisfaction will surely increase the employee turnover. In addition, if an employee is highly
satisfied with the job but getting new opportunities at any other place, they will surely leave
the job. Considering all, it can be said that job satisfaction played an important role in
employee turnover. Absenteeism is one of another element of performance and Riketta
(2008) have proved an transposed relationship amid job satisfaction and. For instance, when
job satisfaction is low, absenteeism will be high and when job satisfaction is high, it will
result in low absenteeism. There are various other effects comes out by high job satisfaction.
Olaniyan & Okemakinde (2008) also suggested that provision of practical and functional

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salary is one of the major factors as it directly helps in improving the standard of living and
thus fulfilling personal needs. It is also important for organisation to adopt systematic
planning as it reduces hurdles at workplace and ensures achieving the goal effectively while
boosting efficient work source (Bstieler & Hemmert, 2010).
To summarize, it can be said that Job satisfaction marks from the employee
perception that the context and job description actually offers an individual value in the work
environment. Job satisfaction is a function of the degree to which job meets. There will be
favorable organisational climate with high level of job satisfaction that gives in attracting and
retaining effective employees. The higher the job satisfaction, the less possibly it is that
employees will show absenteeism, turnover may be lower and also there will be higher
satisfaction. Everyone seeks job satisfaction, however, only few people manage to discover it.

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