Job Satisfaction Concept - Literature review Example

Running Head: Study Variables Student’s Name: Instructor’s Name: Course Code and Name: University: Date Submitted: 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 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 individual have 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). According to Purani & Sunil (2008) a study of job satisfaction reviewed prodigious amounts of literature. The literature supported the assertion an employee looks for a particular factor within the work setting and the presence of this factor contributes to job satisfaction. On the same note, absence of this factor, which the employee seeks for, produces job dissatisfaction. Maslow’s (1970) theory on a hierarchy of needs has been the main theory looking into job satisfaction among employees, and it has been applied to conceptualize worker motivation. The theory considers five levels of needs, which are strategic of five levels including self-actualization, esteem, social, safety and physiological needs. With these needs taken into account, Maslow argues that job satisfaction is eminent (Purani & Sunil, 2008). He also notes that the inadequacy of any of the needs at any level leads to dissatisfaction and thus low motivation within the workplace and with the identified Job. It is always valuable for employers to have an appropriate measure of job satisfaction. Job Satisfaction is critical as an indicator of the way employees feels about particular jobs, and it is used as a predictor of work behaviors (Wu & Norman, 2005). Gender is defined by Oyesoji & Adeyoju (2003) as a set of characteristics distinguishing between a female and a male. These characteristics are known to determine a lot of things in the life of the individual including preferences, emotions and other aspects of life. Wu & Norman (2005) noted that, within a workplace, there are both men and women and yet they are subjected to the same kind of environment. The argument espoused in this case is that the individual vary on how they perceive a particular job, which is why job satisfaction varies between them. Within a workplace, gender has a strong impact on the individual’s perception regarding a particular Job (Purani & Sunil, 2008). Herzberg’s (1973) theory has two main types of needs espoused to affect different gender in diverse ways. The two main types of needs include psychological growth and the need to avoid pain or identified hygienic factors. In this context, genders applies evidently as having a strong impact on the perceived levels of satisfaction because different genders have varying types of needs within the work environment. Wu & Norman (2005) noted in a study that men within the workplace are more inclined to valuing extrinsic job satisfaction including advancement, company policies and practices, compensation, recognition, supervision-human relations and supervision-technical. In this case, the level of satisfaction among men within a workplace tends to rely on extrinsic factors. Men will, therefore, feel motivated and satisfied at the workplace when the organization supports extrinsic motivation elements (Oyesoji & Adeyoju, 2003). Zheng & Ricardo (2009) noted that, in fact, compensation is one of the strongest factors that determine the level of satisfaction of men within a workplace. For women, Titus (2000) reflected that, they value intrinsic motivational factors within a workplace. In this case, women tend to be highly satisfied with jobs that value moral values, responsibility, security, social service and social status (Purani & Sunil, 2008). Another study by Piskurich (2006) supported the fact that gender has a positive effect on job satisfaction. The study generated data, which indicate that gender, holds significant effect on intrinsic, extrinsic, or general job satisfaction. From the findings, it was hypothesized that gender determines the level of motivation through different feelings of compensation and the level of fairness within the job. Participants’ profession as an independent variable also holds a significant impact on job satisfaction (Purani & Sunil, 2008). A study by Tourangeau & Cranley (2006) reviewed some workers within a nursing industry and came up with the assertion that there is a perceived high level of dissatisfaction in working as a nurse. Basing on literature review on nursing, there is an enormous problem in the profession, which has led to a shortage of nurses. The profession has an impact on the three types of motivation including extrinsic, intrinsic and general motivation. Sourdif (2004) found out that there is a Herculean turnover rate among nurses from the profession who are seeking for job opportunities in other professions. The nursing profession is deemed to be lowly compensating nurses and exhibiting poor-working conditions, which have posed as a huge challenge for health institutions in their efforts to retain nurses. In this context, it has been revealed that people are losing morale to join the nursing profession. Tourangeau & Cranley (2006) added that the nurses who are already in the profession loose motivation and it affect general motivation, which is subject to job security, independence, compensation, recognition and working conditions. Wu & Norman (2005) looked at job satisfaction as being subject to years of professional education. In this context, the levels of skills and expertise to do a particular job affects their satisfaction within their jobs. Skills and expertise as noted by Chapman, Gary, & Lopez (2009) are critical in facilitating a particular task successfully. This idea was supported by Piskurich (2006) who looked into employees as being motivated by the fact that they can do a particular job perfectly. The joy of completing a task is what motivates employees to work within their workplace. Oyesoji & Adeyoju (2003) studied employees at a communication center and deduced that employees, who did not learn the new technologies fast, had a hard time within the work environment, and they revealed that they would turn over their jobs and seek for other opportunities. From another perspective, many scholars have valued years of experience as having an enormous impact on the job satisfaction of employees (Elisa, 2008). Experience satisfies the employees in that it equips them with appropriate skills to overcome the challenges within the workplace. Piskurich (2006) noted that years of experience within a particular job keeps individuals going and exceptionally strong in facilitating the assigned tasks. The biggest challenge as noted by Piskurich (2006) within a workplace is the work environment. It is noted that individuals require time within that the working environment for them to be conversant with varying activities, facilities and bureaucracies (Elisa, 2008). A new environment is always challenging for employees because they have to conform to upcoming pressures both internal and external. After years of experience, the individuals get used to the challenges, and they conform to the standards required (Wu & Norman, 2005). On the same note, getting used to the leadership of an organization and developing rapport with them over a period is equally beneficial. It keeps employees satisfied with the working environment and develops loyalty in them while reviving the motivation spirit required for full productivity. In general, job satisfaction mediates the connection between personality variables and deviant behaviors at the work place which is why establishing them is of value to the organization. When employees lose motivation, they tend to behave defiantly in pursuit of turn over from job to seek other opportunities. Oyesoji & Adeyoju (2005) noted that whatever kind of job satisfaction being perceived by an individual whether intrinsic, extrinsic or general, its absence is enough to keep off the individual and challenge them from working efficiently or maximizing their input to the organizational productivity. It is from the same argument that Oyesoji & Adeyoju (2005) supported the assertion that employee motivation should always be prioritized for the success of an organization in maximizing production. References 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. Read More