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Definition And Factors Of Job Satisfaction

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Job Satisfaction, as the name suggests, is the feeling of contentment or a sense of accomplishment, which an employee derives from his/her job. It is a result of appraisal that causes one to attain their job values or meet out their basic needs. It helps in determining, to what extent a person likes or dislikes his/her job.

Overall job satisfaction is a combination of intrinsic and extrinsic job satisfaction:

  • Intrinsic job satisfaction is when workers consider only the kind of work they do, the tasks that make up the job.
  • Extrinsic job satisfaction is when workers consider work conditions, such as their pay, coworkers, and supervisor

There are two approaches to the study of job satisfaction- the global approach and the facet approach. The global approach treats job satisfaction as a single, overall feeling toward the job. The facet approach focuses on different aspects of the job, such as rewards (pay or fringe benefits), other people on the job (supervisors and coworkers), job conditions and the nature of the work itself.

According to the economic times, only 20% of employees are satisfied with their jobs. It’s widely known that when employees are satisfied with their jobs, they’re much more likely to be happy, more engaged, and more productive. Since successful companies are built on the backs of satisfied and motivated employees, it would seem like a no-brainer that organizations would care deeply about employee satisfaction.

That’s not the case

Many people in the world hate their job, according to Gallup’s World Poll. There are many reasons why that might be the case. Some employees hate their bosses. Others hate their coworkers, while still others simply feel disconnected from the team. Some feel as though their hard work is never recognized. Some workers feel expendable. Others believe they’re underpaid. And even others don’t believe in their company’s mission or how it treats its staff. So, job satisfaction is a meaningful study.

Purpose of the study

  • To understand why employees are not satisfied with their jobs. To know how many employees are satisfied with their jobs.
  • To study the global approach and facet approach to job satisfaction.
  • To know about how happy are employees at work.
  • To understand why employees continue their jobs even when they are not satisfied with their jobs.

Methodology

An interview has been done on employees from various fields to know about whether they are satisfied with their respective jobs or not. A personal and telephonic interview has been done; it was an unstructured interview. Interviews can be defined as a qualitative research technique that involves conducting intensive individual interviews with a small number of respondents to explore their perspectives on a particular idea, program or situation. The interview method of collecting data involves the presentation of oral-verbal stimuli and reply in terms of oral-verbal responses. This method can be used through personal interviews and, if possible, through telephone interviews.

Personal interviews: Personal interview method requires a person known as the interviewer asking questions generally in face-to-face contact with the other person or persons. Telephone interviews: This method of collecting information consists of contacting respondents on the telephone itself. It is not a very widely used method but plays an important part in industrial surveys.

Literature review

Determinants of Job Satisfaction among Employees of Banking Industry at Bahawalpur- Saba Salem et al, (2103) in their study on determinants of job satisfaction examine its impact on employees of the banking industry has found that all the variables such as organizational policy and strategy, nature of work, communication, job stress, employee personality, and recruitment and selection procedure have a significant association with employees job satisfaction.

An exchange perspective of job satisfaction, Business Management Dynamics- Muhammad Zeeshan Shaukat et al. (2012) found that the provision of work at support and higher leader-member exchange relations positively predicts employee’s job satisfaction. It shows that when an organization provides support to its employees or when a supervisor is supportive and employees have good exchange relations with their supervisor, they reciprocate it with good relations and increased job satisfaction.

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Results and discussions

An interview has been done on employees from various fields to know about whether they are satisfied with their respective jobs or not. The age group of the employees is from 19 to 27 years of age and the work/ job they are engaged in are tuition teacher, school teacher, technical analyst, CSA, International BPO, IT system admin, Accountant, HR recruiter, and yoga trainer. The interview was done on 11 employees, out of which only 3 were males and the rest were females. The interview was personal as well as a telephonic interview. My interviewee was mostly females, hence we come to know more about job satisfaction in females rather than males.

All my respondents found their work meaningful, they answered by saying that work should be always interesting, in this field there are always new opportunities and new things to learn, yes, I like what I am doing. So, it shows that they are engaged in their work.

Most of the respondents felt connected to their coworkers, as it is impossible for an employee to be truly satisfied at work when they don’t have any friends at the office. 8 out of 10 felt that the job utilizes their skills and abilities as much as it can which is a good thing and by which we come to know that somewhere they are satisfied with their jobs.

Only 4 answered that they were happy with their work while others were not or just satisfied. One respondent Akash Tiwari answered, ‘Happy till I get to learn new technologies and upgrade myself.’ 6 answered that they had the opportunity of professional growth in their workplace while the others did not.

The main question here was that whether they were satisfied with their work or not. 8 answered that they were satisfied by saying, ‘I am satisfied because of my salary.’, ‘ There is a good environment, opportunity for growing good and fast money and many more.’ 3 answered that they were not satisfied with their work because they want to grow and achieve a higher level. They were not appreciated and not allowed to grow. They were blamed for unnecessary mistakes which they have not done.

6 answered that they did not feel like changing their workplace, some said it would be a new experience or they might even change for a higher salary. The other main aspect was that even when they do not like their jobs why do they still choose to remain and not leave. Shruti Shetty said, ‘I continue this job due to monthly income and experience.’

The outcome of the study

After taking this interview, I came to know about many things that I did not know earlier. I understood the problems employees face and why they are not satisfied with their jobs. I came to know about how many employees are really satisfied with their jobs and how happy are they at work. Also, I understood why employees continue their jobs even when they are not satisfied with their jobs. There goes a lot of things behind which are unspoken.

Limitations

  • This study does not cover a large number of employees.
  • There were mostly female employees.
  • The interview was mostly a telephonic interview so I did not get a chance to observe the body language of the employees.

Recommendation

Job satisfaction among employees can be found out by personal interview, survey, research, and other methods

As my study has a majority of female workers, job satisfaction among male workers or on equal number of both males and females can be done.

Conclusion

After taking the interview I came to know about the global approach and the facet approach of job satisfaction. Where in some aspects the employees were not happy or satisfied with their job and on the other hand they were satisfied with the other aspects of the job. This study covers job satisfaction on employees where most of the respondents were female. All my respondents found their work meaningful, So, it shows that they are engaged in their work. Most of them felt valued for their contributions and efforts they make towards their job because they get appreciated and paid for their work. Most of the respondents felt connected to their coworkers, as it is impossible for an employee to be truly satisfied at work when they don’t have any friends at the office. 8 out of 10 felt that the job utilizes their skills and abilities as much as it can which is a good thing and by which we come to know that somewhere they are satisfied with their jobs. Very few of them were happy with their work while others were not or just satisfied. This shows that they are not satisfied with their job. The main question here was whether they were satisfied with their work or not. Most of the respondents were satisfied with their job. While few answered that they were not satisfied with their work because they want to grow and achieve a higher level. They were not appreciated and not allowed to grow. They were blamed for unnecessary mistakes which they have not done. Half of the respondents did not feel like changing their jobs because they were passionate about their work. Most of the employees were satisfied with their jobs.

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Definition And Factors Of Job Satisfaction. (2021, September 29). Edubirdie. Retrieved November 29, 2022, from https://edubirdie.com/examples/definition-and-factors-of-job-satisfaction/
“Definition And Factors Of Job Satisfaction.” Edubirdie, 29 Sept. 2021, edubirdie.com/examples/definition-and-factors-of-job-satisfaction/
Definition And Factors Of Job Satisfaction. [online]. Available at: <https://edubirdie.com/examples/definition-and-factors-of-job-satisfaction/> [Accessed 29 Nov. 2022].
Definition And Factors Of Job Satisfaction [Internet]. Edubirdie. 2021 Sept 29 [cited 2022 Nov 29]. Available from: https://edubirdie.com/examples/definition-and-factors-of-job-satisfaction/
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