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Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentment with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. [1] Job satisfaction can be measured in cognitive (evaluative), affective (or emotional), and behavioral components. [2]
The Job Satisfaction Survey (JSS) assesses nine facets of job satisfaction, as well as overall satisfaction. The facets include pay and pay raises, promotion opportunities, relationship with the immediate supervisor, fringe benefits, rewards given for good performance, rules and procedures, relationship with coworkers, type of work performed ...
By measuring morale with employee surveys many business owners and managers have long been aware of a direct, causative connection between that morale, (which includes job satisfaction, opinions of their management and many other aspects of the workplace culture) and the performance of their organization. [2]
However, a gender gap exists in this important workplace metric of job satisfaction. Only 59% of women said they enjoy what they do for a living, while 82% of the men polled said the same. More ...
In the original paper, the authors stated that research had shown low job satisfaction is related to turnover. For example, one meta-analysis cited in the original paper found that there was a correlation of -.19 between job satisfaction and employee turnover. [8] This prior research to the authors’ first hypothesis (deterioration), which states:
This suggests that workers’ job fit and ability to perform well in an industry leads to increased job satisfaction. [3] Additionally, studies indicate that working in low-control jobs, or jobs where workers do not have the ability to meet the job demands, is correlated with a 43% increased chance of death.
These job factors are thought to psychological states such as a sense of meaningfulness and knowledge acquisition. The theory holds that positive or negative job characteristics give rise to a number of cognitive and behavioral outcomes such as extent of worker motivation, satisfaction, and absenteeism.
The effect of positive events on job satisfaction is weaker among workers with high negative mood predisposition than those with low negative mood predisposition. [ 62 ] This predisposition to either be optimistic or pessimistic about job satisfaction may frame the job even before positive or negative events occur at work.