Research Paper on Impact of Attitude on Job Satisfaction

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ABSTRACT

The study aims at exploring the impact of organizational commitment, emotions, cognition, behavior, cognitive dissonance and core self-evaluation on job satisfaction. Data are collected from the Bangladesh Development Bank Limited (BDBL); it is a wholly state-owned commercial bank in Bangladesh. There are 26 departments in BDBL. The data was collected from each department through questionnaires. Our judgments are not only based on the questionnaire but also on our perceptions obtained from conversations with the employees and other observations. The survey showed positive and negative relations with job satisfaction. It was clear after the survey that high organizational commitment, high core self-evaluation and positive behavior towards the organization resulted in high job satisfaction. Whereas emotion should be controlled by employees to achieve satisfaction on the job. On the other hand cognition is a controversial issue. High cognition may either affect satisfaction of an employee positively or negatively. The relationship between job satisfaction and cognitive dissonance is negatively related. The findings suggest incorporating these attitudes of employees may provide organizations with the potential to improve job satisfaction significantly. Keywords: Organizational commitment, emotions, cognition, behavior, cognitive dissonance, core self-evaluation, job satisfaction.

INTRODUCTION

"Job satisfaction is defined as "the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs” This definition says job satisfaction is a general or global affective reaction that individuals hold about their job (Stahl & Michael, 2004). The traditional job satisfaction facets include: co-workers, pay, job conditions, supervision, nature of the work and benefits. Job satisfaction mainly implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Further, job satisfaction implies enthusiasm and happiness with one's work. The Harvard Professional Group (1998) sees job satisfaction as the keying ingredient that leads a person to recognition, income, promotion, and the achievement of other goals that lead to a general feeling of fulfillment. Job Satisfaction is influenced by a lot of factors but in our survey we concentrated on a few and they are organizational commitment, emotions, cognition, behavior, cognitive dissonance and core self-evaluation (Zidle, 2012).

There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert scale (named after RensisLikert). Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklists, and forced choice answers. This data are sometimes collected using an Enterprise Feedback Management (EFM) system (Weggeet el, 2007).

Job Satisfaction can be indicative of work behaviors such as organizational citizenship, and withdrawal behaviors such as absenteeism,and turnover(Organ & Ryan, 1995). Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. (Mount & Johnson, 2006) As Rain (1991) stated, “One common research finding is that job satisfaction is correlated with life satisfaction.” This correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job tend to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as on work satisfaction and core self-evaluations are taken into account (Rode, 2004).

An important finding for organizations to note is that job satisfaction has a rather tenuous correlation to productivity on the job. This is a vital piece of information to researchers and businesses, as the idea that satisfaction...
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