An overview of job satisfaction theories

The relationship between man and work has always attracted the attention of philosophers, scientists and novelists. A major part of man's life is spent at work. Work is a social reality and social expectation to which men seem to confirm. It not only provides status to the individual but also binds him to the society.

Studies in the area of job satisfaction as an important and popular research topic started decades ago. In research designs it has been used variously as dependent, independent and moderating variables. In 1935, the concept of job satisfaction gained currency through the publication of a monograph by Hoppock on "Job Satisfaction". Hoppock in his monograph defined job satisfaction as "any combination of psychological, physiological and environmental circumstances that cause a person truthfully to say I am satisfied with my job”.

"The term job satisfaction refers to an individual’s general attitude towards his or her job. A person with high level of job satisfaction holds positive attitude towards the job, while a person who is dissatisfied with his or her work holds negative attitude about the job".

[...] Job Enlargement In which employees are given more of the same kinds of activities within which they can apply existing skills. Job Environment Means that employees are afforded opportunities to increase their repertoire of skills and are given the chance to move vertically to other jobs within the organization. Criticisms 1. Factors that are categorized as motivators (Psychological) and as hygiene (Physical) should lead to both satisfaction and dissatisfaction Herzberg did not account for individual differences in the effects of motivators and hygiene factors on satisfaction and dissatisfaction Vroom argued that any research results showing differences in the effects of satisfaction and dissatisfaction might actually stem from a sense of defensiveness within the individual. [...]

[...] THEORIES OF JOB SATISFACTION Herzberg's Two-Factor Theory Two-factor theory, also known as the motivation-hygiene theory, addresses both motivation and satisfaction and is based on Maslow's hierarchy of needs. The two-factor theory is classified as belonging to the subgroup of content theories; theories that attempt to identify the needs that must be met for the individual to be satisfied on the job. Locke (1976) evaluated Maslow needs hierarchy and Herzberg's motivation-hygiene theory as the two primary content theories. Herzberg's theory uses the team motivators to include satisfying experiences. [...]

[...] Since raters have to make interpretations, it is possible that they may contaminate the findings by interpreting one response in one manner while treating another similar response differently The theory, to the degree that it is valid, provides an explanation of job satisfaction. It is not really a theory of motivation No overall measure of satisfaction was utilized. In other words, a person may dislike part of his or her job, yet still think the job is acceptable The theory is inconsistent with previous research. [...]