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Affective job satisfaction is a subjective construct representing an emotional feeling individuals have about their job. Cognitive job satisfaction is a more objective and logical evaluation of various facets of a job. Cognitive job satisfaction can be unidimensional if it comprises evaluation of just one facet of a job, such as pay or maternity leave, or multidimensional if two or more facets of a job are simultaneously evaluated.
Cognitive job satisfaction does not assess the degree of pleasure or happiness that arises from specific job facets, but rather gauges the extent to which those job facets are judged by the job holder to be satisfactory in comparison with objectives they themselves set or with other jobs.
While cognitive job satisfaction Job descriptive index questionnaire help to bring about affective job satisfaction, the two constructs are distinct, not necessarily directly related, and have different antecedents and consequences.
Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and working conditions.
They also note that in Hoppock  conducted a study that focused explicitly on job satisfaction that is affected by both the nature of the job and relationships with coworkers and supervisors.
Affect theory[ edit ] Edwin A. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job.
Further, the theory states that how much one values a given facet of work e. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B.
This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet. Dispositional approach[ edit ] The dispositional approach suggests that individuals vary in their tendency to be satisfied with their jobs, in other words, job satisfaction is to some extent an individual trait.
Locke, and Cathy C. Finally, lower levels of neuroticism lead to higher job satisfaction. They then compare this ratio to the ratio of other people in deciding whether or not they have an equitable relationship.
If one individual gets a pay raise for doing the same work as the other, then the less benefited individual will become distressed in his workplace. If, on the other hand, both individuals get pay raises and new responsibilities, then the feeling of equity will be maintained.
These three types are benevolent, equity sensitive, and entitled. The level by each type affects motivationjob satisfaction, and job performance. Benevolent-Satisfied when they are under-rewarded compared with co-workers Equity sensitive-Believe everyone should be fairly rewarded Entitled-People believe that everything they receive is their just due  Discrepancy theory[ edit ] The concept of discrepancy theory is to explain the ultimate source of anxiety and dejection.
They will also feel dejection due to not being able to achieve their hopes and aspirations.
According to this theory, all individuals will learn what their obligations and responsibilities are for a particular function, and if they fail to fulfill those obligations then they are punished.
Over time, these duties and obligations consolidate to form an abstracted set of principles, designated as a self-guide.
These achievements and aspirations also form an abstracted set of principles, referred to as the ideal self guide. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities.
However, emerging studies have a new-found interest in the theory, particularly among employees in the public sector and among certain professions such as nurses Holmberg.
Not everyone is equally affected by the MPS of a job. People who are high in growth need strength the desire for autonomy, challenge and development of new skills on the job are particularly affected by job characteristics.
Superior-subordinate communication Superior-subordinate communication is an important influence on job satisfaction in the workplace.The Job Descriptive Index (JDI) is a item instrument designed to measure five dimensions of job satisfaction: satisfaction with supervision, coworkers, pay, promotional opportunities, and the.
6. Methodolgy. Testing the hypotheses proposed in the previous model involved developing and administering a questionnaire to a convenience sample of bank employees in Egypt, assessing the reliability of the scales employed, and conducting a regression analysis to examine the impact of organizational factors on employees’ engagement, and its effect on job performance and employees .
This paper summarizes a stream of research aimed at developing and validating a measure of employee commitment to work organizations. The instrument, developed by Porter and his colleagues, is called the Organizational Commitment Questionnaire (OCQ).
Good products and valuable innovation happen when you understand your customer and what matters to them. Personas and the discovery work that goes with creating them is a generally accepted means to create that understanding. The Wald test is a parametric statistical test named after the statistician Abraham schwenkreis.comer a relationship within or between data items can be expressed as a statistical model with parameters to be estimated from a sample, the Wald test can be used to test the true value of the parameter based on the sample estimate.