Starter Question
Think about the worst job you have ever held in your life.
 How do you feel during the course of the day?
 How do those feelings influence the way you behaved?
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Job Satisfaction
Job satisfaction represents how you feel about your job and
what you think about your job or job experiences.
 Job satisfaction is both Rational and Emotional
 49% of Americans are satisfied with their jobs
 Job motivation differs from satisfaction in that is an inner drive for
individuals to attain personal and organization goals
Value-percept theory says job satisfaction depends on whether
you perceive that your job supplies the things that you value.
People evaluate their job satisfaction based on the following:
-Pay satisfaction
-Promotion satisfaction
-Co-worker satisfaction* -Supervision satisfaction*
-Day-to-day work satisfaction*
*Highly correlated with overall job satisfaction
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How Important is Satisfaction?
Job satisfaction does influence job performance.
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It is moderately correlated with task performance.
Satisfied employees do a better job of fulfilling the duties
Job satisfaction is correlated moderately with citizenship behavior.
Satisfied employees engage in more frequent “extra mile” behaviors
Job satisfaction influences organizational commitment.
 Job satisfaction is strongly correlated with affective commitment, so
satisfied employees are more likely to want to stay with the organization.
Job satisfaction is strongly related to life satisfaction.
 People feel better about their lives when they feel better about their jobs
 Increases in job satisfaction have a stronger impact on life satisfaction
than do increases in salary or income.
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Improving Satisfaction
Improvements come through meeting employees needs for:
 Variety
Barriers:
 Significance
 Office politics
 Identity
 Repetitive tasks
 Autonomy
 Lack of control
 Feedback
 Limited opportunity
Ways of realizing the above are:
 Little recognition
 Job rotation
Communication overload
 Job enlargement
 Job enrichment
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Satisfaction Levels
Mood and emotion play heavily into people’s affective job
satisfaction.
Moods and emotions can be contagious
 Controlling the spread of emotion can help or hurt an organization
Techniques for assessing job satisfaction include:
 Focus groups
 Interviews
 Attitude surveys.
 Attitude surveys are often the most accurate and most effective.
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