Measuring Job Satisfaction

Measuring Job Satisfaction

Introduction

This paper will be discussing the topic “Measuring Job Satisfaction”. This topic will be discussed in the light of organizational behavior. Employees are important part of any organization. Therefore, every employee working for an organization must be satisfied from their job. The relationship between personality traits and job satisfaction needs to be understood in order for organizations to obtain suitable employees, and to maintain those employees' job satisfaction (Becker, 2004). Dissatisfaction in the workplace can be very costly to the employer as a result of employee absenteeism and voluntary turnover.

The paper will discuss attitudes (opinions) that workers may have in relation to different aspects of their work. An attitude is generally defined as "a psychological tendency that is expressed by evaluating a particular entity with some degree of favorability" (Becker, 2004). This degree of favorability is classically composed of three components: a cognitive component (beliefs on an object), an affective component (assessment of the object), a component co-native (Behavior vis-à-vis the object). Satisfaction has been studied very early in Psychology because it was theorized as a driver of performance. The job satisfaction can be determined by the type of activities performed (i.e., that the work has a chance to show your skills and offer a degree of Safi for the existence of the interest). Those employees are well compensated through their wages and salaries in line with expectations obviously each. That working conditions are adequate, not dangerous or uncomfortable which makes better performance. In addition, employees seek work within the immediate supervisor is friendly and understandable and to hear them when necessary (Becker & Billings, 1993).  The job dissatisfaction is reflected in the imminent departure of employees or that express situations that help to improve worker-company relations, also fairly hope that conditions improve.

Discussion

The organizations in which people work affect their thoughts, feelings and actions both at work and outside. Similarly, thoughts, feelings and actions of people affect the organizations in which they work. Organizational behavior is a field of research concerned with two types of influences: the labor organizations on people and the people on work organizations. This is about the feelings of the workers how organizations affect them and how they affect workers. It aims to address what is known about emotional experiences in an organizational context (Bateman & Organ, 1983).

As explained in the definition of interactionist perspective, behavior is not just a reflection of one's personality, but the combination of that personality and any given situation it faces. Authors believe there is definitely a relation between certain inherited personality traits and work values that lead to the affectivity of job satisfaction. More specifically, the satisfaction or dissatisfaction a worker feels about his or her job remain fairly constant over time, and is a result of the co-mingling with job characteristics. Another journalistic perspective relates job satisfaction to the similarity of the personalities of supervisors and subordinates.

Analysis Methods for Measuring Job Satisfaction

Mainly the technique used for measuring job satisfaction is the survey method. The main objective of survey is ...