Literature Review on Job Satisfaction

Literature Review on Job Satisfaction

Academic writing has a long history of examining job satisfaction. As per Hirschfeld (2000), contentment is one of the most generally contemplated element when analyzing work practices. Work fulfilment is an enjoyable or constructive passionate feeling because of the assessment of one’s activity or on the other hand, professional adventures (Locke, 1976). Literature shows that organizations are looking forward to unearthing the level of satisfaction among the employees; Spector (1997) adds that employee’s fulfilment is presently a typical worry among organizations. As this passionate state is a crucial factor in a worker’s life, work fulfilment is a refreshing theme to consider. Previous studies have shown that work-related stress, burnout, job satisfaction and general health strongly affects on the efficiency level and job satisfaction (Khamisa, Oldenburg, Peltzer, and Ilic, 2015). Relating to Herzberg’s two-factor theory underlines the importance of motivation aspects, for instance, the acknowledgement which paves the way to the work fulfilment while hygiene aspects, such as compensation and sound policy structure, massively impact occupation disappointment (Herzberg, 1964). Likewise, motivation elements will build work fulfilment and improving hygiene elements will diminish work disappointment. Hancer and George (2003) researched on fast-food outlet staff’ work satisfaction level. They revealed that the natural features (e.g., professional stability) had higher mean scores than extraneous components (e.g., pay). Also, Kianto, Vanhala and Heilmann (2016) study of workers’ behaviour revealed that relevant knowledge or sufficient expertise uplift employees’ morale, which lead toward ultimate work satisfaction.

Conversely, the pay is also a different factor for job satisfaction (Gu and Siu, 2009). Di Pietro (2014) confirmed that employees were happy with their work achievements while marginally disappointed with their compensation, and additional inferred that pay is a significant inspirational element that may impact work fulfilment. Another study conducted in a secondary school in Tanzania, teachers wanted their salary to compare to their considerable burden. In this manner, such perspectives as a month to month compensations, move recompenses, occasional changes by their pay scales, and leave recompenses must be practical (Naymubi, 2017). These researches have shown that Pay contentment will impact work fulfilment. Jung and Yoon (2015) found that four measurements are estimating workers’ remuneration satisfaction level (i.e., salary, fringe benefits and progression in career,). Influenced work commitment, recognize that predetermined literature have been unveiled analyzing work commitment and employment fulfilment, especially in the hotel management.

On the contrary, Alegre, Machuca and Mirabent (2016) underscored the importance of intrinsic factors such as inter-organizational relations of employees and work-family balance is crucial to obtain the saturated level of job satisfaction. Moreover, Lu (2016) found noteworthy contrasts in dynamism, devotion, and ingestion among administrative and non-administrative workers. The advantages of making work fulfilment are various, as indicated by Mosaddegh-rad (2004), occupation contentment is a significant reason in work achievement in more prominent adequacy, proficiency and profitability just as sentiments of individual fulfilment. Occupation fulfilment considers as one of the fundamental components concerning productivity and viability of organizations (Nguyen, Tran, and Wang, 2015). Job satisfaction has appeared to impact execution, maintenance and turnover paces of workers (Bernal et al. 2005). Deep occupation fulfilment has appeared to prompt reason which leads toward employees withdrawal of work(Srivastava, 2007).

References

Alegre, I., Mas-Machuca, M., & Berbegal-Mirabent, J. (2016). Antecedents of employee job satisfaction: Do they matter? Journal of Business Research, 69(4), 1390–1395. DOI:10.1016/j.jbusres.2015.10.113

García-Bernal, J., Gargallo-Castel, A., Marzo-Navarro, M., & Rivera-Torres, P. (2005). Job satisfaction: empirical evidence of gender differences. Women in Management Review, 20(4), 279-288.

Gu, Z., Siu, R.C.S., 2009. Drivers of job satisfaction as related to work performance in Macao casino hotels: an investigation based on an employee survey. Int. J. Contemp. Hosp. Manage. 21 (5), 561–578. https://doi.org/10.1108/0959611091096780

Hancer, M., George, R.T., 2003. Job satisfaction of restaurant employees: an empirical investigation using the Minnesota Satisfaction Questionnaire. J. Hosp. Tour. Res. 27 (1), 85–100. https://doi.org/10.1177/1096348002238882

Hirschfeld, R.R., 2000. Does revising the intrinsic and extrinsic subscales of the Minnesota Satisfaction Questionnaire short form make a difference? Educ. Psychol. Meas. 60 (2), 255–270.

Jung, H.S., Yoon, H.H., 2015. Understanding pay satisfaction: The impacts of pay satisfaction on employees’ job engagement and withdrawal in a deluxe hotel. Int. J. Hosp. Manag. 48, 22–26. https://doi.org/10.1016/j.ijhm.2015.04.004.

Khamisa, N., Oldenburg, B., Peltzer, K., & Ilic, D. (2015). Work-related stress, burnout, job satisfaction and general health of nurses. International journal of environmental research and public health, 12(1), 652-666.

Kianto, A., Vanhala, M., & Heilmann, P. (2016). The impact of knowledge management on job satisfaction. Journal of Knowledge Management, 20(4), 621-636.

Locke, E. A. (1976). The nature and causes of job satisfaction. Handbook of Industrial and Organizational Psychology, 1, 1297–1343.

Lu, L., Lu, A.C.C., Gursoy, D., Neale, N.R., 2016. Work engagement, job satisfaction, and turnover intentions: a comparison between supervisors and line-level employees. Int. J. Contemp. Hosp. Manage. 28 (4), 737–761. https://doi.org/10.1108/IJCHM-07

Maidani, E. A. (1991). Comparative Study of Herzberg’s Two-Factor Theory of Job Satisfaction among Public and Private Sectors. Public Personnel Management, 20(4), 441–448. https://doi.org/10.1177/009102609102000405

Mosaddegh-rad, A. M. (2004). Investigation of the relationship between personnel” s job satisfaction and management style of managers in Isfahan hospitals. Isfahan University of Medical Sciences: Research report.

Nguyen, N. T., Tran, T. T., & Wang, C. N. (2015). Management styles and organizational effectiveness in Vietnam: A comparison in terms of management practices between state-owned and foreign enterprises. Research in World Economy, 6(1), 85-98.

Nunkoo, R., & Gursoy, D. (2012). Residents’ support for tourism: An identity perspective. Annals of Tourism Research, 39(1), 243-268.

Nyamubi, G. J. (2017). Determinants of secondary school teachers’ job satisfaction in Tanzania. Education Research International, 2017.

Srivastava, S. (2007). Job satisfaction and organizational commitment relationship: Effect of personality variables. Vision, 17(2), 159-167