Job Satisfaction

What is Job Satisfaction?

The level of a person’s job satisfaction reflects how much they enjoy their work. For some people, work is enjoyable and an important aspect of life. Others simply go to work because they have no choice but to. In the fields of organisational behaviour and industrial-organizational psychology, this job attitude has been the focus of substantial investigation.

It is an intangible factor. It is made up of a complicated mix of factors, circumstances, emotions, and behavioural patterns.

Typically, it is based on the worker’s or employee’s attitude. Job satisfaction is defined as a person’s positive attitude towards their employment. Any form of labour requires a person to be in a certain mental state.

Depending on their attitude towards the work/job, one individual may feel satisfied with their work, while another person may feel unsatisfied with the same labour. Job happiness depends on the individual and how they will view their position in relation to their own career.job-satisfaction

Positive and favourable attitudes towards the job show job satisfaction. Negative and unfavourable attitudes towards the job reflect job dissatisfaction.

Thus, one might consider job satisfaction to be a key work attitude. It consists of three components as an attitude: emotive, cognitive, and behavioural.

Characteristics of Job Satisfaction

  • Job satisfaction is a psychological state. It can be deduced from the way behaviour is expressed.
  • It is a subset of attitude.
  • Job satisfaction affects a person’s ability and vigour.
  • It might be positive or negative.
  • Emotional health of the mind is linked to job satisfaction.

Factors Influencing Job Satisfaction

Organisational Factors

  • Wages: The amount of compensation a person anticipates from a job is their wage. It serves as a tool for meeting needs. Everyone anticipates receiving a prize on par. The pay should be equitable, fair, and reasonable. Job satisfaction results from feeling that rewards are just and equitable.
  • Nature of Work: The nature of work has a substantial effect on how happy you are at work. Jobs requiring intelligence, abilities, skills, challenges, and the potential for more flexibility make the employee happy at work. Job discontent is brought on by feelings of boredom, a lack of variation in the tasks, irritation, and failure.
  • Working Conditions: Motivating employees requires good working conditions. They offer a sense of security, warmth, and inspiration. Workplace hazards make it seem as though health is at risk.
  • Job Content: The term “job content” relates to elements like accomplishment, accountability, advancement, and acknowledgement. Job satisfaction is higher in jobs with a variety of tasks and less repetition. Job dissatisfaction results from a job with low content.
  • Organisational Level: Jobs at higher levels are seen as honourable, prestigious opportunities that need self-control. Employees at higher-level positions report feeling happier at their jobs than those at lower-level jobs.
  • Opportunities for Promotion: Getting a promotion is a major accomplishment. Increased compensation, accountability, power, independence, and status come with promotion. Therefore, the likelihood of promotion affects how satisfied the workforce is.
  • Workgroup: Groups are a frequent occurrence in companies. The contentment of the workforce is significantly influenced by the work group. Relationships between group members, group dynamics, group cohesiveness and employee’s own need for affiliation play a significant role in an individual’s level of satisfaction.

Personal Factors

  • Personality: Each person’s psychological circumstances influence their personality. The psychological conditions are determined by elements like perception, attitudes, and learning. As a result, these variables influence people’s levels of satisfaction.
  • Age: An important factor in determining job happiness is age. Employees that are younger and have more energy are probably to feel more fulfilled. Employee aspirations rise as they get older. They experience dissatisfaction if their objective is not realised.
  • Education: Education gives people the chance to grow as people. It improves personal intelligence and the evaluative process. Employees with advanced degrees tend to be persistent, logical, and intelligent. As a result, they are able to assess the situation and appraise it positively.
  • Gender Differences: Job happiness is influenced by the employee’s gender and race. Even if they only have little employment, women are more likely than males to be content.

Other elements that affect job satisfaction include learning, skill autonomy, job features, management objectivity, social standing, etc. When gauging employee contentment and raising their level of job satisfaction, managers should take all these aspects into account.

Measurement of Job Satisfaction


  1. Rating Scales: The most popular tool for gauging job satisfaction is the rating scale. The statements that make up the rating scale describe how the employees feel about their jobs, organisations, and personal attributes. The employee is asked to respond to each statement using one of a range of possible responses.
  2. Personal Interview: Conducting personal interviews with the staff is another crucial approach to gauging job satisfaction. Employees are questioned by experts during interviews about their opinions on job satisfaction. To determine the respondents’ levels of job satisfaction, these responses are examined. This approach, nevertheless, is probably biased by the interviewer personally.
  3. Tendencies: Employees are asked to explain their tendencies or inclinations in relation to a number of different topics. Employee behaviour reveals if they are satisfied or not.
  4. Critical Incidents: This method of measuring job satisfaction was created by Herzberg. Employees were asked to report instances on the job where they were especially satisfied or dissatisfied using this methodology. To ascertain the positive and negative attitudes involved, these occurrences were examined.

How to Create Job Satisfaction?

  • Increased accountability
  • A safe work environment,
  • Increased creativity
  • A¬†manager who can offer timely guidance and assistance
  • Updated technology
  • Competitive pay

Wrap Up

All in all, job satisfaction is the culmination of people’s thoughts and feelings about their current employment. Extreme levels of job happiness and discontent are both possible for individuals.

It is a complicated and diverse idea that can mean many things to various people. When it comes to the efficiency and effectiveness of corporate organisations, it is the primary determinant.

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