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Factors determining job satisfaction of employees
“Job satisfaction is
  how content an
  individual is with
  his or her job.”
          OR
“Job satisfaction is
  one’s attitude
  towards his job
  (positive or
  negative).”
 Satisfaction in work and the work
  environment is the basic constituent of
  employee job.
 Employee attitudes and values influence
  their behavior.
 Positive outlook and backup from HR
  helps modify behavior resulting in higher
  performance levels.
Job Satisfaction can be
  measured by:
Global approach
It measures the overall
  satisfaction of the job.
Facet approach
In this approach, satisfaction
  is measured on each aspect
  of the job.
According to Abrahan A. Korman, there are two
  types of factors which determine the job
  satisfaction of an employee. These are:
1) Organisational Factors
2) Personal Factors
1.    Occupational Level
2.    Job Content
3.    Considerate Leadership
4.    Pay and Promotional Opportunities
5.    Working Conditions
6.    Respect from Co-Workers
7.    Relationship with Supervisors
8.    Opportunity for Advancement
9.    Workload and Stress Level
10.   Financial Rewards
The higher the level of the job, the greater is
 the satisfaction of the individual. This is
 because higher level jobs carry greater
 prestige and self control.
Greater the variation in job content and the
 less repetitiveness with which the tasks must
 be performed, the greater is the satisfaction
 of the individual involved.
People like to be treated
 with consideration.
 Hence considerate
 leadership results in
 higher job satisfaction
 than inconsiderate
 leadership.
All other things being equal these two
  variables are positively related to job
  satisfaction. i.e., if pay and promotional
  opportunities are increased it’ll result in an
  increase in job satisfaction
Working for eight hours or more can
  be really tolerable if you have a
  great and entertaining crew
  working along with you. Further, if
  you receive the right working
  conditions, such as lighting, space,
  and other such factors, it will only
  increase your level of job
  satisfaction.
In short, you will want to go to work
  if your organization provides you
  with a good workplace
  communication and encouraging
  environment.
 Employees seek to be treated
  with respect by those they work
  with. A hostile work environment
  -- with rude or unpleasant co-
  workers -- is one that usually has
  lower job satisfaction.
 Managers need to step in and
  mediate conflicts before they
  escalate into more serious
  problems requiring disciplinary
  action.
 Employees may need to be
  reminded what behaviours are
  considered inappropriate when
  interacting with co-workers.
 Effective managers know that
  their employees need recognition
  and praise for their efforts and
  accomplishments.
 Employees also need to
  know, their supervisor's door is
  always open for them to discuss
  any concerns they have that are
  affecting their ability to do their
  jobs effectively and impeding
  their satisfaction at the office.
   Employees are more satisfied with their current
    job if they see a path available to move up the
    ranks in the company and be given more
    responsibility and along with it higher
    compensation.

   Many companies encourage employees to
    acquire more advanced skills that will lead to
    the chance of promotion.
   Dealing with a workload that is far
    too heavy and deadlines that are
    impossible to reach can cause job
    satisfaction to erode for even the
    most dedicated employee.

    Falling short of deadlines results
    in conflict between employees and
    supervisors and raises the stress
    level of the workplace.
   Job satisfaction is impacted by an
    employee's views about the
    fairness of the company wage scale
    as well as the current
    compensation she may be
    receiving.

   Opportunities to earn special
    incentives, such as bonuses, extra
    paid time off or vacations, also
    bring excitement and higher job
    satisfaction to the workplace.
1.   Personality Job Fit
2.   Work itself
3.   Educational Level
4.   Role Perceptions
5.   Gender
6.   Career development
 Individuals should be assigned the job that
  suits their interest.
 Recently it has been seen that MBA graduates
  are satisfied with their job if they get the
  job related to the “specialization” they have
  chosen during the MBA degree.
  One of the key findings from research is the
  open expression of fulfilment in workplace
  to gain fulfilment in their work is a powerful
  motivator
 To be fulfilled, people need to value their
  day-to-day work activities. People need to
  have a sense of accomplishment or pleasure
  from the work itself.
 With occupational level there is a
  negative relationship between the
  educational level and job
  satisfaction.
 The higher the education, the higher
  the reference group which the
  individual looks to for guidance to
  evaluate his job rewards
 Well-educated individuals know the
  scope expectations and dept of their
  jobs
 Different individuals hold different
  perceptions about their role.
 Job satisfaction is determined by this factor
  also. The more accurate the role perception
  of an individual, the greater his satisfaction.
One might predict gender to be the
 case, generally low occupational
 aspiration of women.
 Women are less satisfied with their
 jobs in workplaces where family
 friendly work environment are not
 available.
The Employee is more satisfied with the job:
 Experience within a specific field of interest
 Success at each stage of development
 Educational attainment with each
  incremental stage.
 Achievement
           ---Personal Achievement
           ---Social Achievement
   Introduce of rewards
   Need For Influence
   Advancement
   Recognition
Desires for
 personal career development
 improvement in one's own life standards
 better education & prospects for children
 improving one's own work performance.
A drive for some kind of collective success is
 relation to some standards of excellence.
 It is indexed in terms of desires to
       Increase overall productivity
       Increased national prosperity
       Better life community
       Safety for everyone
 Job satisfaction is closely affected by the
  amount of rewards that an individual derives
  from his job,
 The level of performance is closely affected
  by the basis for attainment of rewards.
 positive relationship between performance
  and reward
A desire to influence other people &
 surroundings environment.
 In the works situation, it means to have
 power status & being important in
 participation in decision making.
 Employees are satisfied with their current
  job if they see a path available to move up
  the ranks in the company and be given more
  responsibility
 Many companies encourage employees to
  acquire more advanced skills that will lead to
  the chance of promotion.
 Companies often pay the cost of tuition for
  employees training courses
 Another major factor determining job
  satisfaction is that recognizes the efforts and
  work of employees.
 Appreciating one’s work or providing better
  opportunities will motivate and encourage
  him to contribute more to the firm ,he knows
  his efforts will be respected or identified.
 HR must ensure pursuance of right
  assignment about the satisfaction of the
  employee at the recruitment and selection
  stage itself.
 HR should consider value systems as key
  credentials along with abilities and
  experience to be compatible with that of the
  organization.
 Give Employees More Control
 Ease Commuting Stress
 Stop Wasting Time
 Encourage Social Connections
 Promote Good Health
 Create an Atmosphere of Growth
 Break Up Routines
 Employers  should look for ways to give
  employees more control over their
  schedules, environment, and/or work
  habits.
 Employees have demanding schedules
  outside of work, and many workers
  appreciate a boss who considers work-life
  balance.
 Employers should also encourage
  employees to customize their workstations.
 Bad commutes are a major source of
  unhappiness. People feel
  frustrated, powerless, and stressed.
 Employers should consider ways to decrease
  commuting stress.
 Another possibility is to offer telecommuting
  options. This eliminates the necessity of
  commuting and allows employees to work
  where they are most comfortable.
 Tight deadlines are another major
  sources of stress for many
  employees. Employers can ease this
  stress by freeing up more time.
 Whenever possible, substitute
  conference calls for meetings.
 To reduce unnecessary chitchat,
  make calls before lunchtime or at
  the end of the day.
 Employers should find ways to encourage
  social relations.
 Arrange workstations so employees can see
  each other and talk. Employers can also
  encourage office celebrations for holidays
  and birthdays
 Community service is a great way to build a
  positive reputation, and it is a happiness
  booster for employees.
   Poor health is not only damaging to
    employees, it is detrimental to businesses.
    “Corporations pay a heavy cost for stress-
    related illnesses.”

 The first step is to educate employees on
  health topics. Provide reading materials or
  offer seminars.
 To help employees make positive lifestyle
  changes.
 Jobs are more than a source of income. Jobs
  are a venue for employees to grow and learn.
 Employers can create an atmosphere of
  growth by providing training, acknowledging
  benchmarks, and celebrating
  accomplishments.
 Employers should also encourage employees
  to take risks and learn new skills
Employers should look for
 small ways to surprise
 employees. For
 instance, you can
 occasionally bring in a
 special treat such as coffee
 or baked goods.
In an attempt to fix job
  dissatisfaction, employers have tried
  to improve recruitment and
  selection, develop new hire
  orientations and training, establish
  realistic career opportunities,
  create incentives and rewards to
  recognize performance and
  contributions, offer flexible work
  arrangements, enhance the content
  of jobs, encourage leadership
  involvement of employees, and so
  on.
 Work performance
 Absenteeism
 Commitment
Though job satisfaction leads to
 efficiency, recent findings indicate that
 other factors are responsible for work
 performance. Today, technological and
 market forces play a major role in
 organizational efficiency.
   One can find a consistent negative
    relationship between satisfaction and
    absenteeism . While it certainly makes sense
    that dissatisfied Sales Persons are more likely
    to miss work.

   An interesting finding is that absenteeism
    followed by negative feedback like, loss of
    pay might lead to dissatisfaction and in turn
    a high rate of absenteeism.
Organizations’ today have expressed a lack
 of loyalty and commitment from
 employees and hence are unable to retain
 qualified professionals.
Fulfilment Satisfaction occur when
  employees have:
 Satisfaction with the job:
 To be fulfilled, people need to value their
  day-to-day work activities.
 People need to have a sense of
  accomplishment or pleasure from the work
  itself.
   Satisfaction with relationships:
People also need to value the relationships
  they have on the job to be fulfilled. People
  want to like working with their co-workers.
  Satisfaction with leadership:
If people do not think that they are being
   managed or led effectively, it is hard to have
   fulfilment in the work.
Employers' emphasis should be on matching
 employees with meaningful work.
 The employer should tell employees early

 and often that it is the employee's
 responsibility to recognize and pursue their
 own career contentment.
 An employer cannot make employees
  happy; employees have to do this
  themselves.
 Employees who learn to take charge of

  their own happiness at work will be highly
  motivated.
   Managers must concentrate on employing the
    right people for the organization in order to
    maximize on the possibility that employees will
    be satisfied.

   Satisfied employees will stay with the company
    for a relatively long period. Thus, they must
    concentrate on removing dissatisfies from the
    workplace to enable employees to get on with
    their own satisfaction in an environment.
Factors determining job satisfaction of employees
Factors determining job satisfaction of employees

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Factors determining job satisfaction of employees

  • 1. 1. Sameia Farhat 2. Sadia Zia 3. Sonia G.M 4. Fatima Mazhar 5. Saima Kausar
  • 3. “Job satisfaction is how content an individual is with his or her job.” OR “Job satisfaction is one’s attitude towards his job (positive or negative).”
  • 4.  Satisfaction in work and the work environment is the basic constituent of employee job.  Employee attitudes and values influence their behavior.  Positive outlook and backup from HR helps modify behavior resulting in higher performance levels.
  • 5. Job Satisfaction can be measured by: Global approach It measures the overall satisfaction of the job. Facet approach In this approach, satisfaction is measured on each aspect of the job.
  • 6. According to Abrahan A. Korman, there are two types of factors which determine the job satisfaction of an employee. These are: 1) Organisational Factors 2) Personal Factors
  • 7. 1. Occupational Level 2. Job Content 3. Considerate Leadership 4. Pay and Promotional Opportunities 5. Working Conditions 6. Respect from Co-Workers 7. Relationship with Supervisors 8. Opportunity for Advancement 9. Workload and Stress Level 10. Financial Rewards
  • 8. The higher the level of the job, the greater is the satisfaction of the individual. This is because higher level jobs carry greater prestige and self control.
  • 9. Greater the variation in job content and the less repetitiveness with which the tasks must be performed, the greater is the satisfaction of the individual involved.
  • 10. People like to be treated with consideration. Hence considerate leadership results in higher job satisfaction than inconsiderate leadership.
  • 11. All other things being equal these two variables are positively related to job satisfaction. i.e., if pay and promotional opportunities are increased it’ll result in an increase in job satisfaction
  • 12. Working for eight hours or more can be really tolerable if you have a great and entertaining crew working along with you. Further, if you receive the right working conditions, such as lighting, space, and other such factors, it will only increase your level of job satisfaction. In short, you will want to go to work if your organization provides you with a good workplace communication and encouraging environment.
  • 13.  Employees seek to be treated with respect by those they work with. A hostile work environment -- with rude or unpleasant co- workers -- is one that usually has lower job satisfaction.  Managers need to step in and mediate conflicts before they escalate into more serious problems requiring disciplinary action.  Employees may need to be reminded what behaviours are considered inappropriate when interacting with co-workers.
  • 14.  Effective managers know that their employees need recognition and praise for their efforts and accomplishments.  Employees also need to know, their supervisor's door is always open for them to discuss any concerns they have that are affecting their ability to do their jobs effectively and impeding their satisfaction at the office.
  • 15. Employees are more satisfied with their current job if they see a path available to move up the ranks in the company and be given more responsibility and along with it higher compensation.  Many companies encourage employees to acquire more advanced skills that will lead to the chance of promotion.
  • 16. Dealing with a workload that is far too heavy and deadlines that are impossible to reach can cause job satisfaction to erode for even the most dedicated employee.  Falling short of deadlines results in conflict between employees and supervisors and raises the stress level of the workplace.
  • 17. Job satisfaction is impacted by an employee's views about the fairness of the company wage scale as well as the current compensation she may be receiving.  Opportunities to earn special incentives, such as bonuses, extra paid time off or vacations, also bring excitement and higher job satisfaction to the workplace.
  • 18. 1. Personality Job Fit 2. Work itself 3. Educational Level 4. Role Perceptions 5. Gender 6. Career development
  • 19.  Individuals should be assigned the job that suits their interest.  Recently it has been seen that MBA graduates are satisfied with their job if they get the job related to the “specialization” they have chosen during the MBA degree.
  • 20.  One of the key findings from research is the open expression of fulfilment in workplace to gain fulfilment in their work is a powerful motivator  To be fulfilled, people need to value their day-to-day work activities. People need to have a sense of accomplishment or pleasure from the work itself.
  • 21.  With occupational level there is a negative relationship between the educational level and job satisfaction.  The higher the education, the higher the reference group which the individual looks to for guidance to evaluate his job rewards  Well-educated individuals know the scope expectations and dept of their jobs
  • 22.  Different individuals hold different perceptions about their role.  Job satisfaction is determined by this factor also. The more accurate the role perception of an individual, the greater his satisfaction.
  • 23. One might predict gender to be the case, generally low occupational aspiration of women.  Women are less satisfied with their jobs in workplaces where family friendly work environment are not available.
  • 24. The Employee is more satisfied with the job:  Experience within a specific field of interest  Success at each stage of development  Educational attainment with each incremental stage.
  • 25.  Achievement ---Personal Achievement ---Social Achievement  Introduce of rewards  Need For Influence  Advancement  Recognition
  • 26. Desires for  personal career development  improvement in one's own life standards  better education & prospects for children  improving one's own work performance.
  • 27. A drive for some kind of collective success is relation to some standards of excellence.  It is indexed in terms of desires to  Increase overall productivity  Increased national prosperity  Better life community  Safety for everyone
  • 28.  Job satisfaction is closely affected by the amount of rewards that an individual derives from his job,  The level of performance is closely affected by the basis for attainment of rewards.  positive relationship between performance and reward
  • 29. A desire to influence other people & surroundings environment.  In the works situation, it means to have power status & being important in participation in decision making.
  • 30.  Employees are satisfied with their current job if they see a path available to move up the ranks in the company and be given more responsibility  Many companies encourage employees to acquire more advanced skills that will lead to the chance of promotion.  Companies often pay the cost of tuition for employees training courses
  • 31.  Another major factor determining job satisfaction is that recognizes the efforts and work of employees.  Appreciating one’s work or providing better opportunities will motivate and encourage him to contribute more to the firm ,he knows his efforts will be respected or identified.
  • 32.  HR must ensure pursuance of right assignment about the satisfaction of the employee at the recruitment and selection stage itself.  HR should consider value systems as key credentials along with abilities and experience to be compatible with that of the organization.
  • 33.  Give Employees More Control  Ease Commuting Stress  Stop Wasting Time  Encourage Social Connections  Promote Good Health  Create an Atmosphere of Growth  Break Up Routines
  • 34.  Employers should look for ways to give employees more control over their schedules, environment, and/or work habits.  Employees have demanding schedules outside of work, and many workers appreciate a boss who considers work-life balance.  Employers should also encourage employees to customize their workstations.
  • 35.  Bad commutes are a major source of unhappiness. People feel frustrated, powerless, and stressed.  Employers should consider ways to decrease commuting stress.  Another possibility is to offer telecommuting options. This eliminates the necessity of commuting and allows employees to work where they are most comfortable.
  • 36.  Tight deadlines are another major sources of stress for many employees. Employers can ease this stress by freeing up more time.  Whenever possible, substitute conference calls for meetings.  To reduce unnecessary chitchat, make calls before lunchtime or at the end of the day.
  • 37.  Employers should find ways to encourage social relations.  Arrange workstations so employees can see each other and talk. Employers can also encourage office celebrations for holidays and birthdays  Community service is a great way to build a positive reputation, and it is a happiness booster for employees.
  • 38. Poor health is not only damaging to employees, it is detrimental to businesses. “Corporations pay a heavy cost for stress- related illnesses.”  The first step is to educate employees on health topics. Provide reading materials or offer seminars.  To help employees make positive lifestyle changes.
  • 39.  Jobs are more than a source of income. Jobs are a venue for employees to grow and learn.  Employers can create an atmosphere of growth by providing training, acknowledging benchmarks, and celebrating accomplishments.  Employers should also encourage employees to take risks and learn new skills
  • 40. Employers should look for small ways to surprise employees. For instance, you can occasionally bring in a special treat such as coffee or baked goods.
  • 41. In an attempt to fix job dissatisfaction, employers have tried to improve recruitment and selection, develop new hire orientations and training, establish realistic career opportunities, create incentives and rewards to recognize performance and contributions, offer flexible work arrangements, enhance the content of jobs, encourage leadership involvement of employees, and so on.
  • 42.  Work performance  Absenteeism  Commitment
  • 43. Though job satisfaction leads to efficiency, recent findings indicate that other factors are responsible for work performance. Today, technological and market forces play a major role in organizational efficiency.
  • 44. One can find a consistent negative relationship between satisfaction and absenteeism . While it certainly makes sense that dissatisfied Sales Persons are more likely to miss work.  An interesting finding is that absenteeism followed by negative feedback like, loss of pay might lead to dissatisfaction and in turn a high rate of absenteeism.
  • 45. Organizations’ today have expressed a lack of loyalty and commitment from employees and hence are unable to retain qualified professionals.
  • 46. Fulfilment Satisfaction occur when employees have: Satisfaction with the job:  To be fulfilled, people need to value their day-to-day work activities.  People need to have a sense of accomplishment or pleasure from the work itself.
  • 47. Satisfaction with relationships: People also need to value the relationships they have on the job to be fulfilled. People want to like working with their co-workers.  Satisfaction with leadership: If people do not think that they are being managed or led effectively, it is hard to have fulfilment in the work.
  • 48. Employers' emphasis should be on matching employees with meaningful work.  The employer should tell employees early and often that it is the employee's responsibility to recognize and pursue their own career contentment.
  • 49.  An employer cannot make employees happy; employees have to do this themselves.  Employees who learn to take charge of their own happiness at work will be highly motivated.
  • 50. Managers must concentrate on employing the right people for the organization in order to maximize on the possibility that employees will be satisfied.  Satisfied employees will stay with the company for a relatively long period. Thus, they must concentrate on removing dissatisfies from the workplace to enable employees to get on with their own satisfaction in an environment.