First, with jobs satisfaction being important to success within an organization, it is important to understand the studies done on this topic. Through Wikipedia I found that there are actual four models for job satisfaction and they are: the affect theory, dispositional theory, two-factor theory, and job characteristics model. With the vast amount of research, it is understandable that many theories have been developed to help explain and understand the many facets of job satisfaction. One finding that may be surprising is that pay is not a major factor in job satisfaction. The factors that have a greater impact include physical conditions in the workplace, coworkers, and flexibility of work hours. Also there is a study that was done that was the original study of job satisfaction and it is known as the Hawthorne study. ,
The first theory that will be discussed is the Affect Theory. The Affect Theory was created by Edwin A. Locke and is the most famous job satisfaction model. This study explains that job satisfaction is determined by the difference between what someone wants in their job and what their job actually is. This theory also explains how different aspects of work are more important to some employees than for others. Also, employees at different levels in the company may have different desires and different criteria that lead to contentment at work. An example of this is would be with autonomy. One employee may prefer to work autonomously with less supervision, while another is indifferent in this matter. Like this, giving each of these employees more autonomy would result in more job satisfaction for the first employee but would not affect the second employee’s level of job satisfaction at all.
Another study done on job satisfaction is the Dispositional Theory. This theory explains that job satisfaction depends greatly on personal reasons. The Dispositional Theory suggests that job satisfaction is determined more from perceived personal contentment and related factors and less from the actual work. This explains why factors such as “self-esteem, self-efficacy, locus of control, and neuroticism” ultimately influence job satisfaction. Self-esteem can be described as the amount of worth one place on himself. Self-efficacy is the ability to do a job. Locus of control refers to the belief that a person is in control of his own life, rather than being controlled by outside sources. High levels of self-esteem, self-efficacy and locus of control indicate higher job satisfaction. Unfavorably, lower levels of neuroticism lead to job satisfaction. This is one of the reasons many companies hold self-core evaluations, with the goal of understanding what is happening internally with employees on a personal level, and often trying to encourage self-esteem to raise job satisfaction within the whole corporation.
The Two Factor Theory, also known as the Motivator-Hygiene Theory, is a theory on job satisfaction by Frederick Herzberg. In this theory it is argued that job satisfaction and dissatisfaction come from two different...