Are you satisfied with your job?

1. Done By: Dr. Marwa Abd El Kader Muhammad

2. According to Bernstein & Nash, 2008, job satisfaction has
emotional, cognitive and behavioral components
Locke (1976), defined job satisfaction as “a pleasurable or
positive emotional state resulting from the appraisal of one’s job
or job experiences”.
Figure: Components of job satisfaction (The Pennsylvania State University, 2010).

3. Figure : Job Satisfaction Model (Field, 2008).

4. Life satisfaction may positively influence
job satisfaction, and job satisfaction will
also positively influence life satisfaction.

5. Job satisfaction is linked and correlated to many variables,
including performance, absenteeism, and turnover.
A link between job satisfaction and
job performance is not as strong as
one would initially believe. The
weak link may be attributed to
factors such as job structure or
economic conditions. For example,
in times of high unemployment,
dissatisfied employees will perform
well, choosing unsatisfying work over
unemployment.
The link between absenteeism and job
satisfaction is weak. It is likely that
a satisfied worker may miss work due to
illness or personal matters, while an
unsatisfied worker may
not miss work because he or she does not
have any sick time and cannot afford the
loss of income. When people are satisfied
with their job they may be more likely to
attend work even if they have a cold;
however, if they are not satisfied with their
job, they will be more likely to call in sick
even when they are well enough to work.
A person is more likely to be actively searching
for another job if they have low satisfaction;
whereas, a person who is satisfied with their
job is less likely to be job seeking.

8. "By creating an environment that promotes job satisfaction, you are
developing employees who are motivated, productive and fulfilled”
(Syptak, Marsland, & Ulmer, 1999).
Figure: Herzberg's Two-Factor Theory
(Herzberg, 1968; Herzberg, Mausner, &
Snyderman, 1959).

9. According to the exit-voice- loyalty-neglect framework (Farrell,
1983), employees’ response to dissatisfaction with the workplace
can take four forms, each of which differs from the others on two
dimensions: active vs. passive and constructive vs. destructive.
The four responses are:

10. • Voice is an active
and constructive
response
• Neglect is passive
and destructive.
• Exit is destructive
and active
response
• Loyalty is a
passive but
constructive
Loyalty: loyalty
refers an
employee’s
attitude of trust
toward the
organization. It can
manifest itself as a
passive
Exit: exit
refers to
behavior
aimed at
leaving the
company.
Voice: voice
refers to
employ
initiative to
improve
conditions at
the
organizations
Neglect: By
performing
inadequately at
work, the
employee is
allowing conditions
to deteriorate

11. Job dissatisfaction can lead to:

13. • https://wikispaces.psu.edu/display/PSYCH484/11.+Job+Satisfaction
• Arvey, R. D., Bouchard, T. J., Segal, N. L., & Abraham, L. M. (1989).
Job satisfaction: Environmental and genetic components. Journal of
Applied Psychology, 74, 187-192.
• Bacharach S., Bamberger P., & Conley S. (1991). Work-home conflict
among nurses and engineers: Mediating the impact of role stress on
burnout and satisfaction at work, Journal of Organizational Behavior
12(1): 39-53.
• Baker, W. K. (2004). Antecedents and consequences of job
satisfaction: Testing a comprehensive model using integrated
methodology. Journal of Applied Business Research, 20(3), 31-44.
• Bandura, A. (1977). Self-efficacy: Toward a unifying theory of
behavioral change. Psychological Review, 84,191-215.