The paper 'Employee Attitudes and Work-related Behavior is a great example of a Management Essay. The current economic conditions have resulted in longer working hours, intense stress, and income loss in organizations all over the world. Owing to this, today, employees are challenged to build a sense of balance between their family and their work-life (Brief & Weiss 2002, p. 281). Aristovnik & Jaklič (2013 p. 124) argue that employees are overstrained by demanding careers, a slow economic expansion, and demanding families among other things to take care of. Pressures and overloads and work demands are issues that have brought into the forefront the question of the employee attitudes and work-related behavior that is job satisfaction, job commitment, and organizational performance.
This essay seeks to define what job satisfaction and organizational commitment are and explain various factors that influence job satisfaction. Job satisfaction is defined as the degree to which an employee is contented with his or her career (Judge, Thoresen, Bono & Patton 2001, p. 377). An individual is considered satisfied if he or she demonstrates positive pleasurable emotional feelings towards the overall job and through good performance. On the other hand, organizational commitment is defined as a strong acceptance and belief of organizational values and goals (Herscovitch & Meyer 2002, p. 481).
In a nutshell, It is a feeling of sincerity and loyalty towards the organization and its management policies. The workforce which is effectively committed to an organization strongly relates to the organizational objectives and need to be part of that organization. There is one reason that makes employees either to commit to work and perform or not to perform, this is satisfaction.
Brief & Weiss (2002, p. 297) claim that to make an employee become committed to work and perform effectively, he or she must be satisfied with terms of employment, industrial relations, and motivation among others. This must also extend to family life. Lack of job satisfaction and the organization’ s commitment will lead to employees’ turnover or dismal performance (Herscovitch & Meyer 2002, p. 479). Similarly, it will be very difficult for the manager to work with demoralized, dejected, and unsatisfied employees and expect good results. Relationship between job satisfaction, organizational commitment, and job performance Judge, Thoresen, Bono & Patton (2001, p. 385) reports that several types of research carried out have discovered the relationship between job satisfaction organizational commitment, and job performance.
Job satisfaction explains whether the workforce is happy and contented with their careers. Employees who are happy with job policies and the specification will actually transfer this in the way they do things, which in turn demonstrates organizational commitment (Herscovitch, L & Meyer, 2002, p. 485). Organizational commitment is demonstrated through the results and performance of an individual and the general organization.
According to studies, low job satisfaction at the organization has been associated with decreased duty performance, increased job turnover, absenteeism, and weakening organizational morale (Bowling 2007, p. 181). As described by Frederick Herzberg’ s theory, satisfaction and dissatisfaction of a workforce are determined by various aspects as well as motivation or stimulating and hygiene aspects (Saari & Judge 2004, p. 401). Motivating factors entails those facets of the career that make the staff work better, this aspect offers employee with satisfaction, for instance, career development, promotion, acknowledgment and learning in job opportunities (Thompson & Phua 2012, p. 277).
The aspects that are considered to be motivating for the workforce are in essence regarded to be core to the career, whereas the hygiene factors consist of aspects of the career that are extrinsic like organizational policies, pay, supervision, employee appraisal, and conditions of work.
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