Assignment on Exploration of Job Satisfaction
Assignment on Exploration of Job Satisfaction: A Gender Prospective of Private University Faculty Members
Submitted By
Aunonno Chowdhury (I.D. # 2008-3-70-043)
Md. Arafat Siddiqui (I.D. # 2009-1-70-014)
Md. Abu Kawsar Sarker (I.D. # 2010-3-70-017)
Md. Fahmidur Rahman (I.D. # 2008-3-70-039)
[Group – VII]
Submitted To
Asheek Mohammad Shimul
Adjunct Faculty
Department of Social Sciences
East West University
Submission Date
19/12/2012
Exploration of Job Satisfaction: A Gender Prospective of Private University Faculty Members
Introduction
Job satisfaction is an attitudinal variable that reflects how people feel about their jobs overall as well as various aspects of them. In simple terms job satisfaction is the extent to which people like their jobs: job dissatisfaction is the extent to which they dislike them (Spector, 1996). Research has linked job satisfaction to a number of job environment variables. It has been shown to correlate with job characteristics, role variables, and pay. Job satisfaction has also been found to correlate with personal characteristics, including gender, age etc; and various personality variables, such as negative affectivity or locus of control (Spector, 1996).
The concept of job satisfaction has been defined in many ways. However, the most-used definition of job satisfaction in organizational research is that of Locke (1976), who described job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences" (p. 1304). Building on this conceptualization, Hulin and Judge (2003) noted that job satisfaction includes multidimensional psychological responses to one's job, and that such responses have cognitive (evaluative), affective (or emotional), and behavioral components. This tripartite conceptualization of job satisfaction fits well with typical conceptualizations of social attitudes (Eagley &. Chaiken, 1993). Affective job satisfaction is usually defined
Submitted By
Aunonno Chowdhury (I.D. # 2008-3-70-043)
Md. Arafat Siddiqui (I.D. # 2009-1-70-014)
Md. Abu Kawsar Sarker (I.D. # 2010-3-70-017)
Md. Fahmidur Rahman (I.D. # 2008-3-70-039)
[Group – VII]
Submitted To
Asheek Mohammad Shimul
Adjunct Faculty
Department of Social Sciences
East West University
Submission Date
19/12/2012
Exploration of Job Satisfaction: A Gender Prospective of Private University Faculty Members
Introduction
Job satisfaction is an attitudinal variable that reflects how people feel about their jobs overall as well as various aspects of them. In simple terms job satisfaction is the extent to which people like their jobs: job dissatisfaction is the extent to which they dislike them (Spector, 1996). Research has linked job satisfaction to a number of job environment variables. It has been shown to correlate with job characteristics, role variables, and pay. Job satisfaction has also been found to correlate with personal characteristics, including gender, age etc; and various personality variables, such as negative affectivity or locus of control (Spector, 1996).
The concept of job satisfaction has been defined in many ways. However, the most-used definition of job satisfaction in organizational research is that of Locke (1976), who described job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences" (p. 1304). Building on this conceptualization, Hulin and Judge (2003) noted that job satisfaction includes multidimensional psychological responses to one's job, and that such responses have cognitive (evaluative), affective (or emotional), and behavioral components. This tripartite conceptualization of job satisfaction fits well with typical conceptualizations of social attitudes (Eagley &. Chaiken, 1993). Affective job satisfaction is usually defined