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With this understanding, HR departments can focus their hiring practices to highlight individuals with characteristics and personality traits that are correlative to the organizational culture (Liao & Chuang 2004). Moreover, finding a practical method for understanding this is needed to make implementation of HR procedures more effective. A more effective model, which is still in the making, would be much more effective in helping HR departments better clarify who to hire and how to encourage employee satisfaction within individual work environments.
Future research can definitely focus on exploring these gaps further in order to create a better understanding of how employee satisfaction impacts organizations as a way for HR departments to create more effective hiring and organizational policies. Such research needs to focus on better examining personal characteristics. As of today, there is little understanding of how personal traits impact overall employee satisfaction. Thus, HR departments may be hiring the complete wrong individuals. Understanding which personality traits would work more harmoniously with organizational structure and goals would make for more effective hiring, greater employee satisfaction, and less turn over rates. Thus, future research should focus on defining specific personality traits and what those tend to correlate to in terms of factors relating to job satisfaction. This would create a working model that HR departments can actually use in practical implementation. These models could...
Saair & Judge (2004) do state that "Cognition and affect are thus inextricably linked, in our psychology and even in our biology. Thus, when evaluating our jobs, as when we assess most anything important to us, both thinking and feeling are involved," (p 397). Moreover, future research must focus on understanding how employees' satisfaction then impacts the productivity of the larger organization. There are a number of discourses on this topic now, but they are contradictory and confusing, Pitting different models against each other in empirical studies may help weed out some of the less effective methods and models. This would then highlight what models are most effective in specific industries. Overall, it is clear that more research is needed, which is why it is so important to outline the direction of future endeavors on the topic.
References
Corporate Executive Board. (2003). Linking employee satisfaction with productivity, performance, and customer satisfaction. Corporate Leadership Council. Web. http://www.keepem.com/doc_files/clc_articl_on_productivity.pdf
Liao, Hui & Chuang, Aichia. (2004). A multilevel investigation of factors influencing employee service performance and customer outcomes. Academy of Management Journal, 47(1), 41-58.
Saair, L.M. & Judge, T.A. (2004). Employee attitudes and job satisfaction. Human Resource Management, 43(4), 395-407.
Employee satisfaction might be one of the most difficult measures in management to quantify. There are so many ways to judge this factor, from self-evaluation to independent evaluation to more concrete numbers like productivity, which has been linked to job satisfaction. There is no industry-wide standard for assessing employee satisfaction, and yet it is one of the most important factors in a successful work environment. This paper will explore the influence
Job Satisfaction According to (Hulin & Judge, 2003), job satisfaction is viewed a multidimensional psychological response one has towards a their job. The responses are affective, cognitive behavioral (Hulin & Judge, 2003). There is however no clear agreement of what job satisfaction stands for given the wide usage of the term. Vroom in his definition focuses on employee's role in the work place defining job satisfaction as the effective orientation of
At the level of the individual worker, motivation and job satisfaction among other things, generate a sense of security and confidence. Moreover, it offers them the opportunity for flexibility where they are able to apply varied approaches in meeting work requirements (Adeyinka et al., 2007, pp. 3-15). This makes the work environment interesting thus providing the employees with the pleasure and urge to facing their day-to-day lives at the workplace.
Job Satisfaction There is a distinct difference between job satisfaction and organizational commitment. Job satisfaction relates specifically to the job. While this is influenced by organizational factors, the job itself can be satisfactory even when there is little commitment to the organization. Either one can be a source of motivation, but it is important for management of an organization to know which dynamic is at play, and which one might be
Job Satisfaction and Disabled Workers Productivity The theoretical frameworks this research will rely on are well-established. The theoretical framework in this study is constructed on Maslow's Hierarchy of Human Needs. Maslow proposed that unless the basic lower needs of the human being were met that the human would not even acknowledge the higher level needs. Maslow conceptualized this hierarchy as shown in the following illustration. Maslow's Hierarchy of Human Needs Personality & Spirituality
Job satisfaction is not related to job performance, therefore, should managers be concerned about it or not?"A Give both points-of-view.A State and substantiate your opinion. A Job satisfaction is one of the most important things within a company and organizational behavior regards this concept as a key aspect concerning work attitudes. Genetics plays a significant role when regarding job satisfaction as people are more probable to express interest in jobs that