Job Satisfaction :: Human Resource Management

During the last decades, most of the sociable scientists have reached to a common understanding to the highest degree the meaning or definition of the line of business enjoyment. Spector, 1997 cited in (VanVoorhis and Levinson, 2006), defined job happiness as the level of how individuals like their jobs as well as their feeling about diverse aspects of their jobs. According to Fogarty (1994) job satisfaction is refers to the extent to which employees gain consumption from their efforts in the workplace(Tuzun, p.729, 2007). Similarly, Locke (1976) has been defined problem satisfaction as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experience (Biswas, p. 28, 2009). Job satisfaction is critical to retaining and attracting pendant individuals. Job satisfaction include specific aspects of job much(prenominal)(prenominal) as pay, benefits, promotion, work conditions, supervision, policy and procedures and co-workers relationships (Mis ener et al., 1996).Kivimaki and Kalimo (1994) cited in (Al-Zubi, 2010) pointed out that employees who argon satisfied in their work have more innovative in their work which present to tone improvement. In addition, job satisfaction found affecting customers satisfaction in positive way.Many researches conducted in different fields such as business, industry, medicine, social sciences, and education, reveals that job satisfaction is associated with employees performance, absenteeism, productivity, task success, turnover, professional attitude, and new(prenominal) social and personal variables that that have impact on the employees life. Over the by five decades, the job satisfaction study has been of interest to scholars in organisational studies since the 1930s, when Elton Mayo had conducted his famous Hawthorne studies. These studies were concerned mainly on the effects of supervision, incentives, and functional conditions in the job satisfaction. Results of a meta-analysis concluded there is a gruelling relationship between job satisfaction and performance (Tillman et. al 2010). Job satisfaction is a mixture of cognitive and effective reaction to the different perception of what employees would like to find in comparison with what they actually receive from their organizations. Job satisfaction has two sides - positive and negative. The positive side is where the employees are experiencing high level of satisfaction that leads to positive reaction toward their job such as high work quality, high productivity, high loyalty and organizational commitment as well as better health and quality life of the employees. The negative side is where the employees are experiencing depression level of satisfaction (dissatisfaction) that leads to negative reaction toward their job such as low productivity, low quality, employees problem, high absenteeism, high turnover, and employees grievances that is affecting the performance and reputation of the organization n egatively.