Copyright Academic Collective LLC
This paper addresses various areas within a work environment that lead to job satisfaction. The paper defines job satisfaction and explains the impact that business socialization has on employee job satisfaction. An example of how an organization can use organizational socialization positively to influence job satisfaction will be addressed and the relationship between organizational commitment and job satisfaction will be explained. Last, an example of how a business can use organizational commitment to positively impact job satisfaction will be provided. Define Job Satisfaction
According to Jex and Britt (2008), job satisfaction is a heavily studied topic in organizational psychology. Job satisfaction is explained as an employee’s evaluation of doing a job favorable or unfavorable. It can be expressed as an employee’s attitude toward doing a daily job. The area of job satisfaction consists of how an employee’s behaviors, feelings, and thoughts are relevant to what is being done at work daily (p. 132).
Job Satisfaction can be influenced by a variety of factors concerning an employee’s feelings or state-of-mind regarding the nature of work. The factors that influence an employee’s behaviors can constitute the relationship between employee and manager, the quality of the physical environment at work, and the degree of fulfillment in the work being done.
In an article written by Judge and Saari (2010), they state, “Happy employees are productive employees.” Employees have attitudes and viewpoints about every area of the jobs performed daily, careers, and about the company, they are employed by. The way employees feel or think affect job satisfaction and performance. Therefore, when employees evaluate work, they provoke thoughts and by thinking about work feelings become involved.
Impact of Organizational Socialization on Job Satisfaction
There is an importance in understanding fundamental claims in an organization. Fundamentals begin with the awareness that organizations effectively use their power to manipulate the behavior of their employees psychologically through entitlements offered. Three approaches to the socialization of employees by the organization include entitlements like pay, fringe benefits, and maybe perquisites. For this, the organization perceives the employee to behave in a conformist manner that positively impresses the organization. Employees like to believe they are liberated through the ability to choose what behaviors, be they helpful or a hindrance, they can explore will gain better access to the organization. To some degree a level of power, exist. A preexisting belief in behavior is to some degree adaptable. However, many variables appear as research bears witness that some behavior adjusts even in its complexities depending on the behavior to be changed (Jex & Britt, 2008). Within the dynamic of conformity, socialization appears, as it is the key element to socializing individual employee behavior. Levy and Bacon agree that socialization is the series of actions or changes, which a person takes on the membership of a certain group’s values and behaviors (2010). This membership can affect motivation spilling over into job satisfaction and performance. Depending on the circumstances, surrounding job socialization the impact is on productivity, self-worth and the perception of others about the employee’s value. Organizational Use of Socializations Positive Impact
Job satisfaction is a critical component in worker productivity, performance, and success. Organizational socialization is the process whereby a new employee assimilates into the organization's culture, learning job essential tasks, the cultural norms, mores, and belief system present within that particular organization. Additionally, this process makes clear to new employees what is expected of them and how they should both collaborate...
References: Business Dictionary.com. (2010). Business Dictionary.com. Retrieved from
Jex, S., & Britt, T. (2008). Organizational Psychology. A Scientist-Practitioner Approach (2nd
Saari, L, & Judge, T. (2010). Employees attitudes and job satisfaction. Retrieved July 16, 2010
Shiraev, Eric B. and Levy, David A. (2010), Cross-Cultural Psychology: Critical Thinking and
Contemporary Applications, (4th ed.)
Please join StudyMode to read the full document