The world today has a lot of provisions for jobs for people. Job opportunities are on the rise which can be attributed to cropping of new businesses where factors like technology have amplified the same. Resultantly, the jobs are limited to people of specific skills, talents or college education. Consequentially, not all jobs can fit everyone’s desired job description. Consequently, job satisfaction comes into play. Job satisfaction is the level of contentment one feels or acquires in regard to the job they are doing. Apart from money, this literature review seeks to find the several reasons that cause and affect job satisfaction, and how it plays in the organizational setting.
Five scholarly articles not older than five years have been used herein. While searching for the articles I used the keywords job satisfaction and picked the literature that contained employees’ job satisfaction. Therefore it is herein ensured that the information sourced is relevant and reflects updated systems of work that connote and denote job satisfaction. Some of the article give similar information while others have a different take on job satisfaction in regard to employees.
Description and Analysis of Literature
Harouna Saibou, 2012 asserts that employee jib satisfaction is based on the balance been inputs and outputs in his book “Employee Job Satisfaction in the Public Sector.” The inputs are categorized as pains while the outputs are termed reliefs. The pains are education, working time and effort. The pleasures are fringe benefits, status, wages, and working conditions. Saibou argue that employees evaluate their effort to the level they have reached against the rewards they are getting if the rewards are skewed to the low side while the pains are much then there will be job dissatisfaction. Further, Saibou notes that hygiene factors which according to his context are company policies, interpersonal relations and salaries, affect job satisfaction (Sibou, 2012). An employee who is a working environment that has reasonable and friendly policies will have improved job satisfaction. Policies that allow family values, listen to the needs of the employees and create a harmonious working environment are a plus to job satisfaction. How the people relate and regard an employee affects an individual’s job satisfaction. Salaries should be rewarding in respect to the mentioned inputs. Saibou infers that balancing outputs and inputs, developing employee oriented policies and enhancing cordial and productive interpersonal relationships are vital recipes for heightened job satisfaction.
Job satisfaction is determined by how happy people are within the job. Parvin and Kabir, 2011 sample an employee population in the pharmaceutical sector and further assert that elements such as job tenure, work type, and job requirements as well as description affect employee job satisfaction. Employees who are in jobs that fit their skill, talent and passion or rather interest are found to be happy within their jobs. The happy employees are therefore able to be more productive and maximize their potential which turns to be a success to both the organization and the individual (Parvin & Kabir, 2011). Also employees who have office tenures that are uncertain and unprotected, are bound be dissatisfied. The fact that an employee is not sure how long they are to stay in their job position will affect their job satisfaction as they see threats to their livelihoods and careers. Clarity of an employee’s job description connotes job satisfaction. An employee is therefore able to know what is required of him or her and no additional tasks can be delegated to them unwillingly. Conclusively, Parvin and Kabir affirm that an employee’s job security should be clearly defined as well as its requirements which will result to job satisfaction among employees.
Brikend Aziri, 2011 attributes production levels on job satisfaction hence deems the latter important. Aziri’s work dubbed “Job Satisfaction” explains that in order to note the importance of job satisfaction to an organization, you have to evidence the results of job dissatisfaction. On can evidence in their organization or another organization. The results of job dissatisfaction poor employee retentions, reduced employee and consumer loyalty, increased absenteeism and accidents (Aziri, 2011). Dissatisfied employees will have low motivation levels which dictate poor performance. In fact, employees are likely to be poached in the event that they are approached by rival companies. Poor employee production is an attribute of poor performance which leads to low customer satisfaction. As a result both employee and consumer loyalty reduce or fade. An employee who is discontented with their work will start being absent for work with lame and petty excuses. While at work, the dissatisfied employee will handle equipment and resources irresponsibly or in a shoddy manner which results to accidents. Aziri conclude by challenging employers to engage employees in delegation of jobs where employees shed ideas on how to best suit their passions and skills at work.
The book “Importance of Employee Satisfaction” by Kristen Gregory, 2013 outlines employee recognition, motivation, as well as job fit and nature. Employees feel satisfied if their achievements in the workplace are recognized. Employers who ignore the milestone their employee make while at work only breed employee job dissatisfaction. Gregory argues that employees start worrying whether they are doing the right thing or not if their efforts are ignored. Stress results which affects the employee’s productivity yet the employee could avoided the same by recognizing the employee’s achievement with things such as performance appraisal (Gregory, 2013). Jobs that happen to be mundane or rather monotonous develop affect employee job satisfaction. The result is that the employees will start being late for work and at extreme levels develop absenteeism habits. The job fit and nature should be suited to the employee’s abilities Assigning an employee tasks that are not relevant to their skills makes the employee show loss of interest in work. Gregory infers that it is easy to note employee job satisfaction at work where employees who are satisfied at work are seen to ask for challenging tasks which is a result of employers paying keen attention to employees’ abilities and needs.
Satisfaction is the abstract contentment of what a person from the world and whether he or she gets its or not. Job satisfaction is therefore the contentedness of an employee at work showing having their needs and wants fulfilled or at the least notably met. Employees show high level of job satisfaction in organizational settings that have benefits that are motivational such as promotions. Opportunities of career growth as well as education are crucial traits of employee job satisfaction (Sageer, Rafat, & Agarwal, 2012). Employees become more loyal when satisfied in their jobs. Policies of compensation and benefit dictate employee job satisfaction. An equitable way of treating all employees helps satisfy employees in their jobs. Compensation through salaries should match the employee’s qualification. Penalties and rewards are also important and when applied fairly enhance jog satisfaction. The authors deduce that equitable compensation and policies as well as offering opportunities for employee career advancement improve profits for the company as well as employee retention.
The authors of the featured articles in this context concur that job satisfaction is essential to an organization. That is because employees become happy which motivates them. When motivated, the employees are able to increase their productivity, loyalty as well as loyalty. It is therefore important for organizations to consider employee growth, qualifications, abilities, needs and wants when delegating tasks, making policies and assigning remunerations.
Aziri, B. (2011). Job Satisfaction. Management Research and Practice, 3(4), 78-85.
Gregory, K. (2013). The Importance of Employee Satisfaction. London: Pearson Education.
Parvin, M. M., & Kabir, M. N. (2011, December). Factors Affecting Employee Job Satisfaction of Pharmaceutical Sector. Australian Journal of Business and Management Research, 1(9), 114-123.
Sageer, A., Rafat, S., & Agarwal, P. (2012). Identification of Variables Affecting Employee Satisfaction and Their Impact on the Organization. Journal of Busniess and Management, 5(1), 32-39. Retrieved from www.iosjournals.org
Sibou, H. (2012). Employee Job Satisafction in Public Sector. Wuhan: Wuhan University of Technology.