The Significance of Job Satisfaction in Modern Organizations

The Significance of Job Satisfaction in Modern Organizations

DOI: 10.4018/978-1-5225-2568-4.ch008
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This chapter explains the relationship between job satisfaction and organizational constructs in modern organizations; job satisfaction, job performance, and adaptability; job satisfaction and negative organizational issues; and the importance of job satisfaction in the health care industry. Job satisfaction is an attitude that employees have about their work and job-related activities. Job satisfaction is important from the perspective of maintaining employees within the organization. High job satisfaction effectively leads to the improved organizational productivity, decreased employee turnover, and reduced job stress in modern organizations. Job satisfaction leads to a positive ambience at the workplace and is essential to ensure the higher revenues for the organization. Organizations should create the systematic management and leadership strategies to increase the high levels of job satisfaction of their employees. When employees are satisfied with their jobs, they will energetically deliver the higher levels of job performance.
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Job satisfaction is the sense of inner fulfillment and pride achieved when performing a particular job (Kasemsap, 2017a) regarding the concept of organizational psychology (Hauff, Richter, & Tressin, 2015). Ensuring the satisfaction of employees in the organization is one of the most important tasks for organizational management (Özpehlivan & Acar, 2015). The features of the work and work environment can predict job satisfaction in modern organizations (Brawley & Pury, 2016). Satisfied employees will have more time to transfer their positive emotions to the customers toward improving organizational profits (Yee, Guo, & Yeung, 2015). Job satisfaction is an affective reaction to a job that results from the incumbent's comparison of actual outcomes with those that are desired, expected, and deserved (Castaneda & Scanlan, 2014).

Job satisfaction, regardless of occupation or sector of employment, has been an issue of concern and of thorough research during the past decades (Ioannou et al., 2015). Job satisfaction is the individual's positive feelings about his or her job and its characteristic structure. Employees’ job satisfactions have gained the increasing attentions from many researchers and practitioners in organizational study and the particular focus are given into searching the answer to understand why people are more satisfied with their jobs than others (Long & Xuan, 2014). Job-provided development opportunities are significantly related to satisfaction with growth opportunities, which is related to the citizenship behaviors of interpersonal helping, personal industry, and loyal boosterism (Jawahar, 2012).

This chapter focuses on the literature review through a thorough literature consolidation of job satisfaction. The extensive literature of job satisfaction provides a contribution to practitioners and researchers by explaining the challenges and implications of job satisfaction in order to maximize the impact of job satisfaction in modern organizations.

Key Terms in this Chapter

Burnout: The state of having no enthusiasm because of working too hard.

Job Performance: The accomplishment of a given task measured against the standards of accuracy, completeness, cost, and speed.

Autonomy: The level of freedom and discretion allowed to an employee over his or her job.

Work-Family Conflict: The opposition resulting from the perceived differences between individual's work and their family life.

Job Satisfaction: The sense of inner fulfillment and pride achieved when performing a particular job.

Reward: Something given in exchange for good behavior or good work.

Job Characteristics: The aspects specific to a job (e.g., knowledge, skills, physical demands, and working conditions) that can be recognized, defined, and evaluated.

Promotion: The advancement of an employee's position within the organization.

Motivation: The internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal.

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