Job satisfaction plays an important role for an employee in terms of health and well-being of an organization in terms of productivity, efficiency, employee relations, absenteeism and turn-over (Locke, 1976; Khaleque, 1984). Job satisfaction leads better performance which is based that performance is a natural product of satisfying the need of employees. Despite the fact, that the definitions of job performance vary, their common feature is that job satisfaction is a job-related emotional reaction. Basically, organizations that are able to make their employees happy will have more productive employees which means that if organizations satisfy their employees, the employees tend to perform better and choose to remain with the company for a longer period of time. Employees with high level of job satisfaction, experience positive feelings towards their duties or task activities but employees with low job satisfaction, experience negative feelings toward their duties. Job satisfaction is more likely when the employees’ values match those of the organization. Individuals can be satisfied or dissatisfied with their overall jobs and specific job facets, such as the level of pay, promotion opportunities, co-workers, working conditions and supervision, contingent rewards, benefits, nature of work or communication (Spector, 1997; Locke 1976).
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