Literature review on job satisfaction of employees. Organizational commitment 2022-10-16

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A literature review on job satisfaction of employees

Job satisfaction is a key predictor of employee well-being, performance, and retention, making it an important topic of study for researchers and practitioners in the field of human resources management. In this literature review, we will explore the various definitions, determinants, and consequences of job satisfaction, as well as review empirical studies that have investigated the relationship between job satisfaction and a range of outcomes including performance, turnover, and organizational commitment.

Definitions and Determinants of Job Satisfaction

Job satisfaction is typically defined as an individual's positive or negative evaluation of their job. It is a multifaceted concept that encompasses various dimensions of the work experience, including pay, benefits, working conditions, opportunities for advancement, and the nature of the work itself. Researchers have identified a number of factors that contribute to job satisfaction, including individual characteristics such as personality and values, as well as contextual factors such as the nature of the work environment, organizational culture, and leadership.

One of the most commonly cited determinants of job satisfaction is the fit between an individual's values, interests, and goals and the demands and opportunities offered by the job. A good fit between an individual's values and the values of the organization can lead to increased job satisfaction, as can the opportunity to use and develop one's skills and abilities in the course of one's work. On the other hand, a misalignment between an individual's values and those of the organization, or a lack of opportunities for skill development, can lead to decreased job satisfaction.

Consequences of Job Satisfaction

Job satisfaction has been linked to a number of positive outcomes for both individuals and organizations. For individuals, higher levels of job satisfaction are associated with increased well-being, improved mental and physical health, and increased job performance. Higher levels of job satisfaction are also associated with increased organizational commitment, which can lead to reduced turnover and increased loyalty to the organization.

For organizations, higher levels of job satisfaction among employees can lead to increased productivity, improved customer satisfaction, and a positive organizational reputation. This is because satisfied employees are more likely to go above and beyond in their work, be more engaged in their tasks, and have a positive attitude towards their job and the organization.

Empirical Studies on Job Satisfaction

There have been numerous empirical studies conducted on the relationship between job satisfaction and various outcomes. One study found that job satisfaction is positively correlated with job performance, with satisfied employees exhibiting higher levels of task performance, organizational citizenship behavior, and lower levels of absenteeism and turnover (Bakker & Demerouti, 2007). Another study found that job satisfaction is positively correlated with organizational commitment, with satisfied employees being more likely to stay with the organization and less likely to consider leaving (Meyer & Allen, 1997).

A meta-analysis of 82 studies found that job satisfaction is positively correlated with a range of outcomes, including job performance, organizational commitment, and turnover intentions (Judge, Thoresen, Bono, & Patton, 2001). However, the strength of the relationship between job satisfaction and these outcomes varied depending on the specific outcome being measured. For example, the relationship between job satisfaction and job performance was found to be moderate in strength, while the relationship between job satisfaction and organizational commitment was found to be strong.

Conclusion

In conclusion, job satisfaction is a multifaceted concept that encompasses various dimensions of the work experience and is influenced by both individual and contextual factors. It has been linked to a range of positive outcomes for both individuals and organizations, including increased well-being, job performance, organizational commitment, and reduced turnover. Empirical studies have consistently found a positive relationship between job satisfaction and these outcomes, although the

Theories of Job Satisfaction (Explained with Example)

literature review on job satisfaction of employees

It further examined the influence of parent-child relationship and cognitive distortion to depressive symptoms among adolescents. CREW has proved to be effective outside the VHA network as well. Personnel Review, 39 5 , 622—638. Journal of Organizational Behavior. The interrelationship between service features, job satisfaction and customer satisfaction: Evidence from the transport sector. Once all the issues have been identified, each issue is used as a keyword to search the relevant literature. High levels of job satisfaction, in turn, reduces employee turnover and increases the organization's ability to recruit and retain talent.


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Nursing Literature Review Examples That Really Inspire

literature review on job satisfaction of employees

The Academy of Management Review. The influence of job satisfaction, organizational commitment, and fairness perceptions on organizational citizenship behavior. Follow-up and extension of the interdisciplinary costs and benefits of enlarged jobs. Five-factor model of personality and job satisfaction: A meta-analysis. Dynamic teams are more open to innovation, and they keep up with the latest trends in the industry they are working. Personnel Journal, 75 7 , 65—70. .

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7 Best Job Satisfaction Scales, Questionnaires & Surveys

literature review on job satisfaction of employees

A total of 282 questionnaires were returned and analysis was done with the help of SPSS. Attitude toward a target the organization is obviously applicable to a wider range of behaviors than an attitude toward a specific behavior staying. In addition to whether feedback is present, the sign of feedback positive or negative , whether the person is ready to receive the feedback, and the manner in which feedback was given will all determine whether employees feel motivated or demotivated as a result of feedback. A deviation from the normal state due to genetically, biochemical and environmental effects could negatively impact the integrated body machinery. The purpose of this study is to find out the impact of certain dimensions on employees' job satisfaction in ICICI Bank. And on the other hand, managers take organizational decisions based on the employees' performance.

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Job satisfaction

literature review on job satisfaction of employees

On the other hand, collective good is what the group majority regards as right or desirable regardless of how its members are differentiated Griffiths, 2012. Severely burned patients are those with any of the following: 1 second-degree burns of more than 25% total body surface area for adults or 20% total body surface area for children: 2 third-degree burns of more than 10% total body surface area; 3 any severe burns of the hands, face, eyes, ears, or feet; or 4 all inhalation injuries, electrical burns, complicated burn injuries involving fractures and other major traumas, and all other poor risk factors. Discussion Leadership is believed to be subject to strategic planning. Kalleberg 1990 studied work attitudes of workers in the US and Japan and found a correlation of 0. Journal of International Business Research and Marketing. Transformational leadership in a project-based environment: a comparative study of the leadership styles of project managers and line managers. Feedback-seeking behavior and leader-member exchange: Do supervisor-attributed motives matter? Next, a training effectiveness model is constructed to present a whole picture about the factors which influence the training outcomes.

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Organizational commitment

literature review on job satisfaction of employees

The unit is staffed with specially trained nursing personnel and contains monitoring and specialized support or treatment equipment for patients who, because of heart seizure, open-heart surgery, or other life-threatening conditions, require intensified, comprehensive observation and care. At the outset, it was not very clear what the problems were at the facility. A specially staffed, specialty equipped, separate section of a hospital dedicated to the observation, care, and treatment of patients with life-threatening illnesses, injuries, or complications from which recovery is possible. Conclusions The patterns identified by these studies consistently show that adverse job characteristics—high workload, low staffing levels, long shifts, and low control—are associated with burnout in nursing. Based on the trait theory, the future research can consider the importance of specific leadership characteristics which can improve the job performance and cooperation.


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Fast Facts on U.S. Hospitals, 2022

literature review on job satisfaction of employees

Source: Adapted from Hackman, J. Psychological bulletin, 119 1 , 111. Scientific Management and Job Specialization Perhaps the earliest attempt to design jobs came during the era of scientific management. Handbook of Industrial and Organizational Psychology. Thousand Oaks, CA, USA: Sage Publications; 1991.

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(PDF) JOB SATISFACTION AND EMPLOYEE PERFORMANCE: A THEORETICAL REVIEW OF THE RELATIONSHIP BETWEEN THE TWO VARIABLES

literature review on job satisfaction of employees

Job satisfaction as an antecedent to employee engagement. The motivation sequence, the motivation hub, and the motivation core. Also, pioneers are always open for innovations, and they try to find creative ways of solving existing problems. According to Marton 2003 , a small trend towards greater efficacy of TCAs was found when the outcome was measured in terms of depression scales, and towards SSRIs — in terms of global impression scores. The general assumption follows that satisfied employees are more committed to the organization and have a lower intention of quitting when compared to the employees who have a poor or low job satisfaction Altarawmneh and Al-Kilani 2010. Journal of Applied Psychology.

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Job Training Satisfaction, Job Satisfaction, and Job Performance

literature review on job satisfaction of employees

Fortune, 149 1 , 76. Most of the drugs approved by the FDA have no lasting effect on patients with tuberculosis, since the strains of bacteria have acquired resistance leading to a state of Multi-drug resistance. Retrieved 23 February 2016. An experiment in a Canadian hospital system, for instance, found that compared with control teams, groups that implemented CREW achieved significant improvements in respectful behavior, job satisfaction, and trust in management, while employee burnout and absenteeism dropped. Through the article, the. Promoting uncollaborative employees to management can foster cutthroat subcultures that ultimately hurt the bottom line. Awang Z, Ahmad JH.

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A literature review on motivation

literature review on job satisfaction of employees

The JSS is also much shorter than other surveys, with 36 items in total. The literature suggests that transactional leadership based on contingent reward positively contributes to the team development and team effectiveness. Journal of Economics and Management Strategy, 21 4 , 1029—1059. . Interactional Meaningfulness There is widespread agreement that people find their work meaningful in an interactional context in two ways: Not surprisingly, the most striking examples of the impact of interactional meaningfulness on people came from the caring occupations included in our study: nurses and clergy.


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Burnout in nursing: a theoretical review

literature review on job satisfaction of employees

The focus of this essay is the benefits and the unintended consequences of ACOs. Job rotation has a number of advantages for organizations. Give employees more control over their work. They also allow the researcher and the research findings to adapt to any new developments or issues that might take place during the data collection and analysis process Lindlof and Taylor 2002. Unlike traditional view, human resources view of conflict suggests that conflict is regarded as an inevitable process. Not all managers, however, respond well to coaching. Journal of Small Business and Enterprise Development.

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