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.