Annotated Bibliography Job Satisfaction

¶ … Dong et al. is a published study which examines the nature of job satisfaction and its correlative relationship with job turnover. It examines specifically the trajectory of job satisfaction as it relates to causing worker turnover in a number within the hospitality industry. The study focused on 5,270 participants within the industry that worked at 175 different businesses. Researchers uncovered an interesting relationship between turnover and job satisfaction. There was a higher turnover rate with job dissatisfaction, which has been proven by prior research in previously published studies and empirical evaluations.

Yet, this research uncovered that even positive changes in job satisfaction did not directly lead to a decrease in individuals leaving their current positions. The research uses the theoretical concept of Gestalt's characteristics theory to form a foundation for understanding how job satisfaction would be related to potential turn over rates. Overall, Dong et al.

(2012) describes the concept that job satisfaction alone is not the only factor in turn over rates, and that it has a multilevel influence on individual employees, signifying that its influence can increase or decrease depending n the individual's situation and temperament. As such, the research does contribute more to the growing literature comparing job satisfaction and turn over rates because it shows the multifaceted nature of satisfaction influence on an employee's decision to stay, or leave to find other employment. Dong et al.

(2012) craft their argument with a specific audience and message in mind. The research was conducted specifically within the hospitality sector, and as such the message is best suited for hospitality managers, although the findings can be taken on a broader level to incorporate other service industries. It discusses the various elements that tie in to job satisfaction, some that managers can manipulate within the context of their own unique businesses, and others, like comparisons to previous job satisfaction levels at other positions, that cannot be manipulated by management.

Still, understanding these elements can still increase a manager's ability to understand how the minds of their employees work when determining the level of satisfaction with their job in relation to the potential to find employment elsewhere. The basic message of this research is that job satisfaction is related to job turnover, but not as definitively as other studies may have portrayed. The researchers dug a little deeper to provide manager's with greater insight.

According to the hypothesis, constant levels of job satisfaction are often related to increases in turn over. Thus, if satisfaction levels of employees do no increase over time, there is still a chance of turnover. Job satisfaction trajectory has to show positive improvements in order to curb increasing levels of turn over rates. As such, the authors show clearly the multiple dimensions that relate to the notion of keeping turn over rates low. Overall, the author's credibility is high.

The literature review consists primarily of other academic articles and studies, thus increasing its empirical foundation. In fact, the bulk of the research illustrates factual findings from previously published studies, thus reducing the level of opinionated information presented. The findings of Dong et al. (2012) themselves are geared specifically on empirical observations, as this the findings are based on the study itself. The methodology of the.