Reward Is a Predictor of Job Satisfaction: a Question of the Relationship.
Table of Contents
Topic 2 Introduction 2 Relationship between job rewards and job satisfaction 3 Significance of the Relationship Between Job Satisfaction and Reward in Organizations 7 Conclusion 11 Appendix A 12 Appendix B 14 Reference 16
Topic
Reward is a Predictor of Job Satisfaction: A question of the relationship.
Introduction
The employees of the organization should be satisfied in order to have a healthy environment at the work place. Rewards are one of the most significant issues in corporations in the field of human resource management. According to the online dictionary, reward is defined as the, “Incentive plans: scheme to support and reinforce desirable behavior, such as wage rage that increases with the productivity of the worker” (www.businessdictionary.com, 2010). According to Sandra O’Neal (1998) rewards “can help create a work experience that meets the needs of employees and encourages them to contribute extra effort, by developing a deal that addresses a broad range of issues and by spending reward dollars where they will be most effective in addressing workers’ shifting values.”
Theorists and practitioners often emphasis the importance on reward systems and how they add to motivate employees, however, one step forward is the relationship between reward and how it acts as a predictor of job satisfaction. Job satisfaction is another crucial issue in human resource management, because it is important to have satisfied and content employees working in an organization so that they can perform at their optimal capacity. Job satisfaction can be defined as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences” (Edwin, 1976). According to another journal, Edwin (1976) defined job satisfaction as “a function of the range of specific satisfaction and dissatisfactions that he/she experiences with respect to the various dimensions of work” (Riaz et al, 2010).
It is known that its
Topic 2 Introduction 2 Relationship between job rewards and job satisfaction 3 Significance of the Relationship Between Job Satisfaction and Reward in Organizations 7 Conclusion 11 Appendix A 12 Appendix B 14 Reference 16
Topic
Reward is a Predictor of Job Satisfaction: A question of the relationship.
Introduction
The employees of the organization should be satisfied in order to have a healthy environment at the work place. Rewards are one of the most significant issues in corporations in the field of human resource management. According to the online dictionary, reward is defined as the, “Incentive plans: scheme to support and reinforce desirable behavior, such as wage rage that increases with the productivity of the worker” (www.businessdictionary.com, 2010). According to Sandra O’Neal (1998) rewards “can help create a work experience that meets the needs of employees and encourages them to contribute extra effort, by developing a deal that addresses a broad range of issues and by spending reward dollars where they will be most effective in addressing workers’ shifting values.”
Theorists and practitioners often emphasis the importance on reward systems and how they add to motivate employees, however, one step forward is the relationship between reward and how it acts as a predictor of job satisfaction. Job satisfaction is another crucial issue in human resource management, because it is important to have satisfied and content employees working in an organization so that they can perform at their optimal capacity. Job satisfaction can be defined as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences” (Edwin, 1976). According to another journal, Edwin (1976) defined job satisfaction as “a function of the range of specific satisfaction and dissatisfactions that he/she experiences with respect to the various dimensions of work” (Riaz et al, 2010).
It is known that its