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Культура Документы
Satisfaction
Prepared by:
Asrar Al Qabandi
Taiba Al Aloughani
Bashayer Al Yousef
1. Introduction
Job satisfaction can be simply defined as the extent by which an
individual is fulfilled with his/her job. There is no one definition that
sums up job satisfaction. Crudely defined, job satisfaction refers to the
degree to which people like their jobs (Spector, 1997). Scholars use the
concept to show a combination of employee feelings towards the
different facets of job satisfaction such as the nature of the work itself,
level of pay, promotion opportunities, and satisfaction with co-workers
(Schermerhorn et al., 2005).
Many factors can contribute and affect job satisfaction levels by which
some can be related to the individuals, the work itself or the management.
Many researchers dedicated their efforts towards formulating a method
that would help understanding the mechanism of job satisfaction. The
importance of the job satisfaction relies on the fact that the lack of
satisfaction can lead to unfavourable outcomes such as employee
turnover. This can in turn affect the structure of the organization
negatively.
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Harrel (1964) divided the factors influencing job satisfaction into three
categories:
- personal factors,
- job related factors, and
- factors that are within the control of the management.
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EDUCATION:
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The Kuwaiti
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satisfied because his efforts are not being ignored is to some extent
has a relation to his managers (Spector, 1997).
JOB SECURITY:
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RESPSONSIBLITY:
can feel more responsible would make them care about their work
place as if they own it. This entails management to provide its
employees with more power and freedom and thus reflect on them
by enjoying their jobs more (Spector, 1997).
4. Job Satisfaction Theories
4.1 Herzbergs Two-Factor Theory
The theory is known as the hygiene-motivation theory. He based this
theory on a study he conducted on a sample of engineers and accountants
from Pittsburgh in the late 1950s (Herzberg, 1959).
He asked the
participants to remember times when they felt good and happy about
their jobs and times when they felt the opposite. He also asked them to
recall why they had such feelings and what impact do those feelings had
on both their performance at work and their personal life.
After
examining the answers, Herzberg was faced with a fact that the factors
that contributed to his participants good feelings towards their jobs are
not opposite to the negative ones. Thus, he came up to a conclusion that
there were two sets of factors associated with employees job satisfaction:
the motivation factors and the hygiene factors (Nanda, 2006).
growth, responsibility and work itself. They are also referred as the job
content factors. The hygiene factors on the other hand are referred as the
job context factors and include: salary, relationship with peers, personal
life factors, status, supervision, company policy, and relationship with
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Motivators, which are also known as the growth factors, are related to the
work itself the employee is doing and not the environment where it is
done. Herzberg highly linked those factors to job satisfaction (Nanda,
2006). An increase in these factors would increase employees
satisfaction and hence their total output while the decrease would not
cause dissatisfaction but rather decrease satisfaction (Srivastava, 2005).
(i)
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REFERENCES
Adams, J.S. (1965). Inequity in social exchange. Adv. Exp. Soc. Psychol. 62:335-343.
Arvey, R.D., Bouchard, T.J. and Abraham LM. (1989) Job satisfaction: environmental
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Bender, K., Donohue,S. and Heywood, J. (2005) Job satisfaction and gender
segregation, Oxford Economic Papers, 57(3): 479-496
Bernal, D., Snyder, D., and McDaniel, M. (1998) The age and job satisfaction
relationship:
Brunetto, Y. and Wharton, R. (2002) Using social identity to explain the job satisfaction
of public sector employees, International Journal of Public Sector Management, 15(17):
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Bureau of Public affairs U.S State Department (2005): Kuwait investment climate
statement.
Decker, F.H. (1997) Occupational and non occupational factors in job satisfaction and
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Hair, J. F. (Jr), Black, W. C., Babin, B.J, Anderson, R.E, and Tatham, R.L. (2006)
Multivariate Data Analysis, Sixth Edition, New Jersey; Pearson prentice Hall.
Hair, J. F. (Jr), Black, W. C., Babin, B.J, Anderson, R.E, Tatham, R.L. (2006)
Multivariate Data Analysis, Sixth Edition. New Jersey; Pearson prentice Hall.
Hochwarter, WA. , Ferris, GR., Perrewe, PL., Witt, LA. And Kiewitz, C. (2001) A note
on the non-linearity of the age-job satisfaction relationship, Journal of Applied
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