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So, from the discussion we can say that job Satisfaction and different aspects of their job. It is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. As it is generally assessed, job satisfaction is an attitudinal variable. In the part, job Satisfaction was approached by some researcher from the perspective of need fulfillment- that is whether or not the job meets the employee's physical and psychological needs for the things provided by works such as pay.

LEVELS OF SATISFACTION

Job Satisfaction varies. Researcher suggests, the higher the prestige of the job, the greater the job satisfaction. But, many workers are satisfied in even the least prestigious jobs. They simply like what they do.

-Most workers like their work if they have little supervision.

-The list satisfied workers are those in service occupations and managers that work for others.

-Ethnic and religious orientation is associated to work attitudes and Job Satisfaction is related to education.

EFFECTS OF JOB SATISFACTION ON ATTITUDES OF THE EMPLOYEES

The term ‘Job Satisfaction' and ‘Job Attitude' are used interchangeably. Both refer to effective orientations on the part of the work that the individual is presently doing. Positive attitudes towards the job are conceptually equivalent to job satisfaction and negative attitude toward the job indicates job dissatisfaction.

However, there is some difference between the terms ‘attitude' and ‘satisfaction'. Attitude refers to predisposition to respond. But job satisfaction, relates to performance factors. Attitude reflects one's feeling towards individuals, organizations and objects. But satisfaction refers to one's attitude to a job. Attitudes are generally enduring. But, Job Satisfaction is dynamic; it can decline even more quickly than it developed.

RELATIONSHIP BETWEEN JOB SATISFACTION AND PRODUCTIVITY OR PERFORMANCE

The traditional view that ‘a happy worker is a productive worker' does not support today's complex relationship between job satisfaction and productivity.

Performance leads to two kinds of rewards-intrinsic and extrinsic. The intrinsic rewards such as growth, challenging job, etc stem from the job itself and extrinsic rewards are under the control of management such as salary, bonus etc. Intrinsic rewards are more closely related to satisfaction. For instance, if a worker performs well on a challenging assignment, he gets an immediate feeling of satisfaction.

In practice, there may not be a direct cause and effect relationship between job satisfaction and productivity at lower levels because productivity is determined by outside factors like speed of machine, quality of materials, type of supervision, etc. However, the satisfaction-performance relation may be stronger for people working as professionals, or in supervisory and managerial positions. 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。