1. Job satisfaction
Job satisfaction means good or positive attitude or feeling towards one’s job.
It is defined as the amount of overall positive affect that individuals have towards their jobs
According to Smith, “ Job Satisfaction is an employee’s judgement of how well his job has satisfied his various needs”
According to Locker, “Job satisfaction is a pleasurable emotional state resulting from the appraisal of one’s job or job experiences”

2. Determinants of Job Satisfaction
4. Supervision
5. Coworkers
6. Attitude
toward work
2. Pay
3. Growth and
upward
mobility
1. The work
itself

3. Determinants of job satisfaction
According to Abrahan A. Korman, there are two types of factors which determine the job satisfaction of an employee. These are:
1) Organisational Factors
2) Personal Factors

4. Determinants of job satisfaction
Organizational factors
1. Occupational Level
2. Job Content
3. Considerate Leadership
4. Pay and Promotional Opportunities
5. Working Conditions
6. Respect from Co-Workers
7. Relationship with Supervisors
8. Opportunity for Advancement
9. Workload and Stress Level
10. Financial Rewards

5. Determinants of job satisfaction
1)Organisational Levels
1)Occupational levels:
The higher the level of the job, the greater is the satisfaction of the individual. This is because higher level jobs carry greater prestige and self control.
2)Job Content:
Greater the variation in job content and the less repetitiveness with which the tasks must be performed, the greater is the satisfaction of the individual involved.
3) Considerate Leadership:
People like to be treated with consideration. Hence considerate leadership results in higher job satisfaction than inconsiderate leadership.
4)Pay and Promotional Activities:
All other things being equal these two variables are positively related to job satisfaction. i.e., if pay and promotional opportunities are increased it’ll result in an increase in job satisfaction

6. Determinants of job satisfaction
5) Working Conditions:
Working for eight hours or more can be really tolerable if you have a great and entertaining crew working along with you. Further, if you receive the right working conditions, such as lighting, space, and other such factors, it will only increase your level of job satisfaction.
In short, you will want to go to work if your organization provides you with a good workplace communication and encouraging environment.
Respect from Co workers:
Employees seek to be treated with respect by those they work with. A hostile work environment -- with rude or unpleasant co- workers -- is one that usually has lower job satisfaction.
Managers need to step in and mediate conflicts before they escalate into more serious problems requiring disciplinary.
Employees may need to be reminded what behaviours are considered inappropriate when interacting with co-workers.

7. Determinants of job satisfaction
7) Relatioship with Coworkers: Effective managers know that their employees need recognition and praise for their efforts and accomplishments. Employees also need to know, their supervisors door is always open for them to discuss any concerns they have that are affecting their ability to do their jobs effectively and impeding their satisfaction at the office. 8)Opportunity for Advancement: Employees are more satisfied with their current job if they see a path available to move up the ranks in the company and be given more responsibility and along with it highercompensation. Many companies encourage employees to acquire more advanced skills that will lead to the chance of promotion. 9) Workload and Stress level: Dealing with a workload that is far too heavy and deadlines that are impossible to reach can cause job satisfaction to erode for even the most dedicated employee. Falling short of deadlines results in conflict between employees and supervisors and raises the stress level of the workplace.

8. Determinants of job satisfaction
10) Financial Rewards:
ob satisfaction is impacted by an employees views about the fairness of the company wage scale as well as the current compensation she may be receiving.
Opportunities to earn special incentives, such as bonuses, extra paid time off or vacations, also bring excitement and higher job satisfaction to the workplace.

9. Determinants of job satisfaction
2) Personal Factors 1. Personality Job Fit 2. Work itself 3. Educational Level 4. Role Perceptions 5. Gender 6. Career development

10. Determinants of job satisfaction
2)Personal Factors
1)Personality Jobfit:
Individuals should be assigned the job that suits their interest.
Recently it has been seen that MBA graduates are satisfied with their job if they get the job related to the “specialization” they have chosen during the MBA degree.
2) Work Itself:
One of the key findings from research is the open expression of fulfilment in workplace to gain fulfilment in their work is a powerful motivator
To be fulfilled, people need to value their day-to-day work activities. People need to have a sense of accomplishment or pleasure from the work itself.

11. Determinants of job satisfaction
3) Educational Level: With occupational level there is a negative relationship between the educational level and job satisfaction. The higher the education, the higher the reference group which the individual looks to for guidance to evaluate his job rewards Well-educated individuals know the scope expectations and dept of their jobs 4) Role Perception: Different individuals hold different perceptions about their role. Job satisfaction is determined by this factor also. The more accurate the role perception of an individual, the greater his satisfaction.

12. Determinants of job satisfaction
5) Gender:
One might predict gender to be the case, generally low occupational aspiration of women.
Women are less satisfied with their jobs in workplaces where family friendly work environment are not available.
Career Development:
The Employee is more satisfied with the job:
Experience within a specific field of interest Success at each stage of development Educational attainment with each incremental stage.

13. Measuring job satisfaction
1)Single global rating
Single Global Rating:
Single global rating is nothing more than a response to one question.
Example: all things considered, how satisfied are you with your job? Here respondents circle a number between 1 and 5 that corresponds to answer from “highly satisfied” to “highly dissatisfied.”
Are you satisfied with the job- highly dissatisfied, dissatisfied, no comment, satisfied, highly satisfied

14. 3)Personal Interview: 2)Summation Core:
It is more sophisticated, it identifies key elements in a job and asks the employee’s feelings about each. Typically elements here are the nature of the work; supervision, preset pay, promotion opportunities and relation with coworkers. Respondents rate them on a standardized scale, and researchers add the ratings to create an overall job satisfaction score. This method is achieves a more accurate evaluation of job satisfaction.
3)Personal Interview:
When the situation gets too complicated to handle by above mentioned methods then employees are interviewed personally to find out the core reason of the job dissatisfaction.

15. Theories(Nature) of Job Satisfaction
Each theory of job satisfaction takes into account one or more of the four main determinants of job satisfaction and specifies, in more detail, what causes one worker to be satisfied with a job and another to be dissatisfied.
Influential theories of job satisfaction include
The Facet Model
Herzberg’s Motivator-Hygiene Theory
The Discrepancy Model
The Steady-State Theory
These different theoretical approaches should be viewed as complementary.

16. The Facet Model
Focuses primarily on work situation factors by breaking a job into its component elements, or job facets, and looking at how satisfied workers are with each.
A worker’s overall job satisfaction is determined by summing his or her satisfaction with each facet of the job.
Sample job facets
a)Ability utilization: the extent to which the job allows one to use one’s abilities.
b)Activity: being able to keep busy on the job.
c)Human relations supervision: the interpersonal skills of one’s boss.

17. Herzberg’s Motivator-Hygiene Theory
Every worker has two sets of needs or requirements: motivator needs and hygiene needs.
Motivator needs are associated with the actual work itself and how challenging it is.
Facets: interesting work, responsibility
Hygiene needs are associated with the physical and psychological context in which the work is performed.
Facets: physical working conditions, pay, security

18. Herzberg’s Motivator-Hygiene Theory
Hypothesized relationships between motivator needs, hygiene needs, and job satisfaction:
When motivator needs are met, workers will be satisfied; when these needs are not met, workers will not be satisfied.
When hygiene needs are met, workers will not be dissatisfied; when these needs are not met, workers will be dissatisfied.

19. The Discrepancy Model
To determine how satisfied they are with their jobs, workers compare their job to some “ideal job.” This “ideal job” could be
What one thinks the job should be like
What one expected the job to be like
What one wants from a job
What one’s former job was like
Can be used in combination with the Facet Model.

20. Determining Satisfaction with the Discrepancy and Facet Models
A) How much (enter job facet) do you currently have at your job?
B) How much (enter job facet) do you think your job should have?
The difference between A and B indicates the level of satisfaction with that facet
The differences are summed for an overall satisfaction score

21. The Steady-State Theory
Each worker has a typical or characteristic level of job satisfaction, called the steady state or equilibrium level.
Different situational factors or events at work may move a worker temporarily from this steady state, but the worker will eventually return to his or her equilibrium level.

22. The Steady-State Theory
For Eg:Receiving a promotion and raise may temporarily may boost an employee level of job satisfaction but eventually it will return to the equilibrium level.
When managers make changes in work situation to enhance job satisfaction, they need to determine whether the resulting increase in satisfaction is temporary or long lasting. Changes in some Job facets should lead to long lasting job satisfaction

23. Significanceof Job Satisfaction
Performance: Satisfied workers are only slightly more likely to perform at a higher level than dissatisfied workers.
Satisfaction is most likely to affect work behaviors when workers are free to vary their behaviors and when a worker’s attitude is relevant to the behavior in question.
Absenteeism: Satisfied workers are only slightly less likely to be absent than dissatisfied workers.
Turnover: Satisfied workers are less likely to leave the organization than dissatisfied workers.

24. Potential Consequences(Significance) of Job Satisfaction
Organizational citizenship behavior (OCB): Satisfied workers are more likely to engage in this behavior than dissatisfied workers.
OCB: Behavior that is above and beyond the call of duty but is nonetheless necessary for organizational survival and effectiveness
Helping coworkers, spreading goodwill,protecting the organization from fire,theft
Worker well-being: Satisfied workers are more likely to have strong well-being than dissatisfied workers.
Worker well-being: How happy, healthy, and prosperous workers are

25. Ways to Improve Job Satisfaction
Give Employees More Control
Ease Commuting Stress
Stop Wasting Time
Encourage Social Connections
Promote Good Health
Create an Atmosphere of Growth
Break Up Routines

26. Ways to Improve Job Satisfaction
1) Give Employees more control:
Employers should look for ways to give employees more control over their schedules, environment, and/or work habits.
Employees have demanding schedules outside of work, and many workers appreciate a boss who considers work-life balance.
Employers should also encourage employees to customize their workstations.
2) Ease Commuting Stress:
Bad commutes are a major source of unhappiness. People feel frustrated, powerless, and stressed.
Employers should consider ways to decrease commuting stress.

27. Ways to Improve Job Satisfaction
Another possibility is to offer telecommuting options.
This eliminates the necessity of commuting and allows employees to work where they are most comfortable.
Stop Wasting Time:
Tight deadlines are another major sources of stress for many employees. Employers can ease this stress by freeing up more time.
Whenever possible, substitute conference calls for meetings.
To reduce unnecessary chitchat, make calls before lunchtime or at the end of the day.
Encourage Social Connections:
Employers should find ways to encourage social relations.
Arrange workstations so employees can see each other and talk. Employers can also encourage office celebrations for

28. Ways to Improve Job Satisfaction
holidays and birthdays
Community service is a great way to build a positive reputation, and it is a happiness booster for employees.
5) Promote Health:
Poor health is not only damaging to employees, it is detrimental to businesses. “Corporations pay a heavy cost for stress- related illnesses.”
The first step is to educate employees on health topics. Provide reading materials or offer seminars.
To help employees make positive lifestyle changes.
Create an atmosphere of growth:
Jobs are more than a source of income. Jobs are a venue for employees to grow and learn.

29. Ways to Improve Job Satisfaction
Employers can create an atmosphere of growth by providing training, acknowledging benchmarks, and celebrating accomplishments.
Employers should also encourage employees to take risks and learn new skills
7) Break up Routines:
Employers should look for small ways to surprise employees. For instance, you can occasionally bring in a special treat such as coffee or baked goods.

30. Influence of Job Satisfaction in Job behaviour
1.Job Satisfaction and Productivity:
However, the sayings that “A happy worker is a productive worker” are not always wrong. If people receive rewards which have both intrinsic and extrinsic value and they feel that there rewards are equitable, they will be satisfied and this will lead to greater job performance.
Moreover, research also includes that job satisfaction may not necessarily lead to improvement of individual performance but it does lead to departmental and organizational level improvement.
2. Job Satisfaction and Employee Turnover: 
Unlike the relationship between satisfaction and performance, research has concluded a moderate relationship between job satisfaction and turnover. High employee turnover is a matter of concern for the management as it disrupt the normal operations and continuous replacement of employees who leave the organization is costly and technically undesirable. Managerial concern is mostly for the turnover which arises because of job dissatisfaction. The employees, thus, tries to keep the employees satisfied on their jobs to minimize the turnover. Though, high job satisfaction in itself cannot keep the turnover low but considerable job dissatisfaction will definitely increase the employee turnover.

31. Influence of Job Satisfaction in Job behaviour
3)Job Satisfaction and Absenteeism: 
It has been conclusively proved that there is an inverse relationship between job satisfaction and absenteeism. When satisfaction is high, absenteeism is low and when satisfaction is low, absenteeism is high.
Less satisfied employees are more likely to be absent from work due to avoidable reasons. This is known as voluntary absenteeism as against unavoidable absenteeism which is due to illness or other emergency reasons.
Management must be concerned with voluntary absenteeism, because it is related to job satisfaction. Absenteeism can be modified by certain factors. Research has found that people who believe that their work is important have lower absenteeism as compared to those who do not feel that way.
Moreover, it is important to remember that while high job satisfaction will not necessarily result in low absenteeism (because of unavoidable absenteeism), but low job satisfaction will definitely bring about high absenteeism.

32. Influence of Job Satisfaction in Job behaviour
4)Job Satisfaction and Union Activities: 
It has been proved that satisfied employees are generally not interested in unions and they do not perceive them as necessary. Job satisfaction has proved to be the major cause of unionization. The employees join the unions because they feel that individually they are unable to influence changes which would eliminate the causes of job dissatisfaction. The level of union activities is related to the level of job dissatisfaction. Low level of dissatisfaction results in only grievances while higher levels of dissatisfaction will result in employee strikes.
5. Job Satisfaction and Safety: 
When people are dissatisfied with their jobs, company and supervisors, they are more prone to experience accidents. An underlying reason for this is that dissatisfaction lakes one’s attention away from the task at hand and leads directly to accidents. A satisfied worker will always be careful and attentive towards his job, and the chances of accidents will be less. Here, we are discussing about the avoidable accidents and not the unavoidable ones.

33. Influence of Job Satisfaction in Job behaviour
6. Other effects of Job Satisfaction: 
In addition, there are a number of other effects brought about by high job satisfaction. Highly satisfied employees tend to have better physical and mental health, learn the new job related tasks easily, and have less job stress and unrest. Such employees will become more co¬operative such as helping coworkers, helping customers etc. Such behavior will improve unit performance and organizational effectiveness.