The paper "Job Satisfaction Concept" is a great example of a management literature review. There is a positive correlation existing between job satisfaction and distinct variables including demographic, intrinsic, and extrinsic variables (Zheng & Ricardo, 2009). The correlation is, however, dependent on the levels of relations that these variables have with one another. Four independent variables are valued in the measurement of job satisfaction within an organization including gender, the participant’ s profession, years of professional experience and years of experience. However, Chapman, Gary, & Lopez (2009) also notes that even with the perceptions of job satisfaction varying subject to the independent variables, the satisfaction is also defined in three dimensions including general satisfaction, intrinsic satisfaction, and extrinsic satisfaction. Job satisfaction has been described by leading scholars as to the extent to which individuals feel contented about their job.
It is about being comfortable in a particular job position subject to the elements within the job. The level of satisfaction is measured based on the contentment and discontentment with the particular job. From the same perspective, Zheng & Ricardo (2009) concluded that satisfaction within a workplace is a contribution of affective reactions as well as cognitive attributes.
Wu & Norman (2005) noted that satisfaction within a job is always different from one individual to another because an individual has differential perceptions and they have varying needs, which they anticipate to achieve from the particular job. Job satisfaction as a concept continues to cause heated debates in the organizational context and within the research studies being conducted in the same area. Satisfied employees are always believed to be more creative, committed and productive to their employers, and recent studies indicate a direct correlation between nurses and physician staff satisfaction and patient satisfaction within the organizations (Ulrich et al. , 2009).
Chapman, S., Gary, B., & Lopez, B. (2009). Correlates of intent to leave job and profession for emergency medical technicians and paramedics. Career Development International, 14(5), 487 – 503.
Elisa, F. (2008). Job satisfaction in libraries: love it or leave it. New Library World, 109(6), 287 – 290.
Oyesoji, C. & Adeyoju, A. (2005). Job commitment, job satisfaction and gender as predictors of mentoring in the Nigeria Police. Policing: an International Journal of Police Strategies & Management, 26(3), 377 – 385.
Piskurich, G. M. (2006). The congruency between performance improvement and performance management. Performance Improvement, 45(8), 5‐7.
Purani, K. & Sunil, S. (2008). The moderating role of industrial experience in the job satisfaction, intention to leave relationship: an empirical study among salesmen in India. Journal of Business & Industrial Marketing, 23(7), 475 – 485.
Sourdif, J. (2004). Predictor of nurses’ intention to stay at work in a university health center. Nursing and Health Sciences, 6, 59‐68.
Tourangeau, A. E., & Cranley, L. A. (2006). Nurse intention to remain employed: Understanding and strengthening determinants. Journal of Advanced Nursing, 55, 497‐509.
Titus, O. (2005). Gender differences in the job satisfaction of university teachers. Women in Management Review, 15(7), 331 – 343.
Wu, L., & Norman, I. (2005). An investigation of job satisfaction, organizational commitment and role conflict and ambiguity in a sample of Chinese undergraduate nursing students. Nurse Education Today, Article in Press.
Zheng, G. & Ricardo, C. (2009). Drivers of job satisfaction as related to work performance in Macao casino hotels: An investigation based on employee survey. International Journal of Contemporary Hospitality Management, 21(5), 561 – 578.