Satisfaction de vie au
travail
Congruence et incongruence
vocationnelles à l'âge adulte
Take a second…

Think of a time when you felt
especially good about your job.
Why did you feel that way?

Think of a time when you felt
especially bad about your job. Why
did you feel that way?
Job Satisfaction

Job satisfaction describes how
content an individual is with his
or her job.

What are some factors that can
influence a person's level of job
satisfaction?
Job Satisfaction

Level of pay and benefits, the
perceived fairness of the promotion
system within a company, the quality
of the working conditions, leadership
and social relationships, and the job
itself (the variety of tasks involved,
the interest and challenge the job
generates, and the clarity of the job
description/requirements).
Weiss, H. M. (2002). Deconstructing job satisfaction: separating evaluations, beliefs and affective
experiences. Human Resource Management Review, 12, 173-194.
Job Satisfaction Video

http://www.youtube.com/watch?
v=PsSjN3nxibs

What is the difference between
Job satisfaction and Motivation?
Models of Job Satisfaction

Affect Theory
-
Satisfaction is determined by a
discrepancy between what one
wants in a job and what one has in a
job.
The degree to which one values a
given facet of work moderates how
satisfied/dissatisfied one becomes
when expectations are/aren’t met.
-
Rice, R., & McFarlin, D. (1991). Determinants of satisfaction with specific job facets: A test of Locke's
model. Journal of Business and Psychology, 6, 1, 25-38.
Models of Job Satisfaction

Dispositional Theory
-
The theory suggests that people
have innate dispositions that cause
them to have tendencies toward a
certain level of satisfaction,
regardless of one’s job.
Those who have reported a high job
satisfaction tends to be stable over
time and across careers and jobs.
-
Erez, A. & Judge, T. (1994). Dispositional Source of Job Satisfaction: The Role of SelfDeception. CAHRS, Working Paper #94-14.
Models of Job Satisfaction

Two-Factor Theory (MotivatorHygiene Theory)

Frederick Herzberg theorized that
employee satisfaction depends on
two sets of issues: "hygiene" issues
and motivators. Once the hygiene
issues have been addressed, he
said, the motivators create
satisfaction among employees.
http://www.aafp.org/fpm/991000fm/26.html
Two-Factor Theory (MotivatorHygiene Theory) Cont.


Hygiene issues (dissatisfiers)
Company and administrative policies
Supervision
Salary
Interpersonal relations
Working conditions
Motivators (satisfiers)
Work itself
Achievement
Recognition
Responsibility
Advancement
http://www.aafp.org/fpm/991000fm/26.html
Models of Job Satisfaction

Job Characteristics Model
-
Used to study how particular job
characteristics impact job outcomes,
including job satisfaction.
The model states that there are five core
job characteristics (skill variety, task
identity, task significance, autonomy, and
feedback) which impact three critical
psychological states (experienced
meaningfulness, experienced responsibility
for outcomes, and knowledge of the actual
results), in turn influencing work outcomes
(job satisfaction, absenteeism, work
motivation, etc.)
-
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a
theory. Organizational Behavior and Human Performance, 16, 250-279.
Job Characteristics Model
Cont.

The five core job characteristics can
be combined to form a motivating
potential score (MPS) for a job,
which can be used as an index of
how likely a job is to affect an
employee's attitudes and behaviors.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory.
Organizational Behavior and Human Performance, 16, 250-279.
Job Characteristics Model
Core Job
Dimensions
Skill Variety
Task Identity
Task Significance
Autonomy
Feedback
Critical
Psychological
States
Experienced
meaningfulness of
work
Experienced
responsibility for
outcomes of work
Knowledge of actual
results of work
activities
Employee Growth Need
Strength
Personal and
Work Outcomes
High internal
work motivation
High quality work
performance
High satisfaction
with work
Low absenteeism
and turnover
Job Characteristics Model

Formula to determine Motivating
Potential of Job:
Motivating Potential Score (MPS) = Skill Variety +Task Identity +Task Significance
3
X Autonomy X Feedback
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior
and Human Performance, 16, 250-279.
Personality Traits and Job
Satisfaction


Personality traits are related to
career success and overall job
satisfaction.
Strong correlation between the
Big Five Personality Traits, and
Job Satisfaction: Openness,
Conscientiousness, Extraversion,
Agreeableness, and Neuroticism (OCEAN)
Lounsbury, J., Loveland, J., & Sundstrom, E. (2003). An investigation of Personality Traits in
Relation to Career Satisfaction. Journal of Career Assessment, 11, 3, 287-307
Effects of Job Satisfaction on
Work


Negative correlation between Job
satisfaction and absenteeism, turnover, and burn out.
Positive correlation between Job
Satisfaction and work environment,
productivity, and commitment.
Rain, J.S., Lane, I.M. & Steiner, D.D. (1991) A current look at the job
satisfaction/life satisfaction relationship: Review and future
considerations. Human Relations, 44, 287–307.
Effects of Job Satisfaction
Outside Work


Positive correlation with Job
satisfaction and positive
physical and mental health.
What are some physical
symptoms of Job
dissatisfaction? Have you ever
experienced such symptoms?
Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction-job performance
relationship: A qualitative and quantitative review. Psychological Bulletin, 127(3), 376-407.
How do Canadian Workers
rate their jobs overall?
http://www.jobquality.ca/indicator_e/rew002.stm
Test your Job Satisfaction

http://www.testcafe.com/car/
References




Erez, A. & Judge, T. (1994). Dispositional Source of Job
Satisfaction: The Role of Self-Deception. CAHRS,
Working Paper #94-14.
Hackman, J. R., & Oldham, G. R. (1976). Motivation
through the design of work: Test of a theory.
Organizational Behavior and Human Performance, 16,
250-279.
Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K.
(2001). The job satisfaction-job performance relationship:
A qualitative and quantitative review. Psychological
Bulletin, 127(3), 376-407.
Lounsbury, J., Loveland, J., & Sundstrom, E. (2003). An
investigation of Personality Traits in Relation to Career
Satisfaction. Journal of Career Assessment, 11, 3, 287307.
References








Rain, J.S., Lane, I.M. & Steiner, D.D. (1991) A current
look at the job satisfaction/life satisfaction relationship:
Review and future considerations. Human Relations, 44,
287–307.
Rice, R., & McFarlin, D. (1991). Determinants of
satisfaction with specific job facets: A test of Locke's
model. Journal of Business and Psychology, 6, 1, 25-38.
Weiss, H. M. (2002). Deconstructing job satisfaction:
separating evaluations, beliefs and affective experiences.
Human Resource Management Review, 12, 173-194.
The Motivation to Work. F. Herzberg, B. Mausner, B.B.
Snyderman. Somerset, NJ: Transaction Publishers; 1993.
Create own job satisfaction. (2007, September 15).
Winnipeg Free Press,G.1. Retrieved October 21, 2007,
from Canadian Newsstand Major Dailies database.
(Document ID: 1336921681).
http://www.aafp.org/fpm/991000fm/26.html
http://www.jobquality.ca/indicator_e/rew002.stm
http://www.testcafe.com/car/