"Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentment with their job, whether they like the job or individual aspects or facets of jobs."
The factors that drive individuals to perform and feel satisfied with their work, and how organizations can create a motivating and fulfilling work environment.
Job Characteristics Theory: This theory examines how specific job characteristics, such as autonomy and task variety, affect an individual’s motivation and job satisfaction.
Expectancy Theory: This theory proposes that individuals are motivated by their beliefs about the relationship between effort and performance and the relationship between performance and rewards.
Equity Theory: This theory suggests that individuals’ motivation and job satisfaction are influenced by their perceptions of fairness in the workplace, particularly with regard to their workloads and compensation.
Self-Determination Theory: This theory proposes that individuals are intrinsically motivated by their ability to control their own actions and decisions.
Maslow’s Hierarchy of Needs: This hierarchy suggests that individuals are motivated by a set of basic needs that must be satisfied before they can pursue higher level needs, such as self-actualization.
Goal-Setting Theory: This theory posits that individuals are motivated by specific, challenging goals that are aligned with their skills and abilities.
Job Embeddedness: This concept refers to the sense of connection or “stickiness” an individual feels to their job, organization, and community.
Job Crafting: This concept refers to the intentional and proactive changes an individual makes to their job to better align it with their skills, values, and interests.
Person-Environment Fit: This concept refers to the degree of compatibility between an individual’s skills, values, and interests, and the job and organizational culture they are in.
Organizational Culture: This concept refers to the shared values, beliefs, and assumptions that shape the behavior and attitudes of individuals within an organization.
Leadership: This concept refers to the qualities and actions of individuals who are responsible for guiding and motivating others within an organization.
Communication: This concept refers to the exchange of messages and information within an organization, which can impact motivation and job satisfaction.
Performance Management: This concept refers to the processes and systems used to measure, evaluate, and improve an individual’s job performance, which can impact motivation and job satisfaction.
Incentives and Rewards: This concept refers to the tangible and intangible benefits an organization offers to motivate and retain employees, such as bonuses, promotions, and recognition programs.
Employee Engagement: This concept refers to the degree to which employees feel emotionally connected and committed to their work and organization, which can impact motivation and job satisfaction.
Intrinsic Motivation: Intrinsic motivation refers to the desire to perform a task because of its inherent nature or for the joy of doing it. An individual is motivated by the pleasure and satisfaction that comes from completing a task.
Extrinsic Motivation: Extrinsic motivation refers to the desire to perform a task for some external reward such as money, fame, or recognition. An individual is motivated by the benefits associated with completing a task.
Achievement Motivation: Achievement motivation refers to the desire to achieve success, mastery, or excellence. An individual is motivated to perform a task to prove their competence or to attain a specific goal.
Power Motivation: Power motivation refers to the desire to control or influence others. An individual is motivated to perform a task to gain power and authority over others.
Affiliation Motivation: Affiliation motivation refers to the desire to form and maintain relationships with others. An individual is motivated to perform a task to build and strengthen social connections.
Pay Satisfaction: The extent to which an individual is satisfied with their pay and benefits.
Promotion Opportunities: The extent to which an individual believes there are opportunities for career advancement in the organization.
Job Security: The extent to which an individual feels secure in their job and believes that their position is stable.
Supervision Satisfaction: The extent to which an individual is satisfied with their supervisor’s leadership style and the level of support received.
Work-Life Balance: The extent to which an individual feels they are able to maintain a healthy balance between work and personal life.
Organizational Culture: The extent to which an individual believes the organizational culture is aligned with their values, beliefs and behaviors.
Job Design: The extent to which an individual perceives their job design to be motivating, interesting, and challenging.
Recognition and Rewards: The extent to which an individual feels recognized and rewarded for their contributions to the organization.
"Job satisfaction can be measured in cognitive (evaluative), affective (or emotional), and behavioral components."
"Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job (affective job satisfaction) or cognitions about the job (cognitive job satisfaction)."
"Edwin A. Locke (1976) defines job satisfaction as 'a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences'."
"It is assessed at both the global level (whether the individual is satisfied with the job overall), or at the facet level (whether the individual is satisfied with different aspects of the job)."
"Spector (1997) lists 14 common facets: appreciation, communication, coworkers, fringe benefits, job conditions, nature of the work, organization, personal growth, policies and procedures, promotion opportunities, recognition, security, and supervision."
"Whether they like the job."
"One of the most widely used definitions in organizational research is that of Edwin A. Locke (1976), who defines job satisfaction as 'a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences'."
"Whether they like the job."
"Job satisfaction can be measured in cognitive (evaluative), affective (or emotional), and behavioral components."
"Job satisfaction measures vary in the extent to which they measure feelings about the job (affective job satisfaction) or cognitions about the job (cognitive job satisfaction)."
"It is assessed at both the global level (whether the individual is satisfied with the job overall), or at the facet level (whether the individual is satisfied with different aspects of the job)."
"Spector (1997) lists 14 common facets: appreciation, communication, coworkers, fringe benefits, job conditions, nature of the work, organization, personal growth, policies and procedures, promotion opportunities, recognition, security, and supervision."
"Others have defined it as simply how content an individual is with their job; whether they like the job."
"Cognitive (evaluative), affective (or emotional), and behavioral components."
"Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentment with their job, whether they like the job or individual aspects or facets of jobs."
"Affective job satisfaction can be influenced by factors such as appreciation, communication, coworkers, fringe benefits, job conditions, nature of the work, organization, personal growth, policies and procedures, promotion opportunities, recognition, security, and supervision."
"Job satisfaction is defined as 'a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences'."
"Job satisfaction can be measured in cognitive (evaluative), affective (or emotional), and behavioral components."
"It is assessed at both the global level (whether the individual is satisfied with the job overall), or at the facet level (whether the individual is satisfied with different aspects of the job)."