1. JOB SATISFACTION Prof. Dr. Rana ÖZEN KUTANİS

2. Prof. Dr. Rana Özen Kutanis
JOB SATISFACTION
Individuals’ general behavior and attitudes towards his/her job. Includes employees’ inner peace and ease. If employees’ expectancies are in compliance with outcomes then we can talk about high degree of job satisfaction.
A pleasurable emotional state resulting from the appraisal of one’s job
An affective reaction to one’s job
A concept that includes various social dimensions related to employees’ job and workplace, also a positive emotion as a result of his/her job and job experiences.
Agreement between judgments of people and their actions.
One’s degree of positive feelings about his/her job.
Prof. Dr. Rana Özen Kutanis

3. Factors Affecting Job Satisfaction/Dissatisfaction and Consequences
Organizational Factors
-Wage
-Career oportunities
-Feature of Job
-Policies
-Working conditions
Group Factors
-Co- Workers
-Counselor/Supervisor attitudes
Individual Factors
-Needs
-Demands
-Individual benefits
Satisfaction
Dissatisfaction
Low level of turnover
Low level of absenteeism
High level of turnover
High level of absenteeism
Prof. Dr. Rana Özen Kutanis

4. Prof. Dr. Rana Özen Kutanis
External Job Satisfaction:
Satisfaction obtained in return of working(wage, employment security, conditions)
Internal Job Satisfaction:
Satisfaction felt during working(achieving goal of quality, compliance to new techniques, social service, social status)
Prof. Dr. Rana Özen Kutanis

5. Prof. Dr. Rana Özen Kutanis
Responses to Job Dissatisfaction
Active
VOICE
EXIT
Destructive
Constructive
NEGLECT
LOYALTY
Passive
Prof. Dr. Rana Özen Kutanis

6. Prof. Dr. Rana Özen Kutanis
Exit: response directs behavior towards leaving the organization, including looking for a new position as well as resigning.
Voice: Includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors and undertaking some forms of union activity.
Loyalty: passively but optimistically waiting for conditions to improve.
Neglect: passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced efort and increased error rate.
Prof. Dr. Rana Özen Kutanis

7. Prof. Dr. Rana Özen Kutanis
VOICE
Includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors and undertaking some forms of union activity.
Prof. Dr. Rana Özen Kutanis

8. Prof. Dr. Rana Özen Kutanis
LOYALTY
Passively but optimistically waiting for conditions to improve
Prof. Dr. Rana Özen Kutanis

9. Prof. Dr. Rana Özen Kutanis
NEGLECT
Passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced efort and increased error rate.
Prof. Dr. Rana Özen Kutanis

10. Prof. Dr. Rana Özen Kutanis
EXIT
Response directs behavior towards leaving the organization, including looking for a new position as well as resigning.
Prof. Dr. Rana Özen Kutanis

11. Prof. Dr. Rana Özen Kutanis
How can we reduce an exit of employees from the organization? How can we reduce the neglect response of employees? How can we increase voice? How can we increase loyalty?
Prof. Dr. Rana Özen Kutanis

12. Prof. Dr. Rana Özen Kutanis

13. Measurement of Job Satisfaction:
(Feedback and control tool for managers.)
Interview: Personal conservations. Not standardized. Manager and employee talks profoundly.
Critical Incident(1959 Herzberg): Use of critical incidents in organization.
Attitude Inventories: MSQ ( 1977 version and 1967 )
Prof. Dr. Rana Özen Kutanis

14. Importance of Job Satisfaction:
Dissatisfied employee loafts from work, has health problems (headache, migraine, hearth and stomach disorders), takes day-offs and damage the organization.
He/she has problems in the workplace and social life. Reflects his/her unhappiness around.
Satisfied employee is healty and lives long, comes to work on time and has low absenteeism.
Satisfied employee reflects his/her happiness around and also is positive and dynamic.
Satisfied workforce brings high dynamism and a healty and positive life to workplace.
Prof. Dr. Rana Özen Kutanis

15. Prof. Dr. Rana Özen Kutanis
Consequences of Job Satisfaction
Increased success
Increased confidince
Low turnover
Reinforced friendship
Reduce in strikes
Prof. Dr. Rana Özen Kutanis

16. Prof. Dr. Rana Özen Kutanis
Thank You...
Prof. Dr. Rana Özen Kutanis