Job Satisfaction and Dissatisfaction
JOB SATISFACTION AND DISSATISFACTION
By Bambang Fahruddin, S.Pd
Posted: May 29th, 2008
INTRODUCTION
The discussion of job satisfaction and dissatisfaction is largely generated from the theories proposed by Maslow which is known with the so call “the needs theory” and Herzberg’s theory that is called “two-factor theory” or “hygiene theory”. Both job satisfaction and dissatisfaction are assumed critical for the organizations to manage since they absolutely affect the productivity as well as the effectiveness of either the employees or the organization performance. This is proved by Herzberg, Mausner & Snyderman (1959) who argue that in order to boost the productivity of employees in particular and organization in general, it is important to increase the effectiveness of employees at work, so then the employees have positive attitudes towards their jobs. Furthermore, in support of the opinion of Herzberg, et al, Stone (1998) further expresses his view that the attitudes of employees towards their jobs and life do have an effect on the grade of job satisfaction they have. Therefore, it is vital and fruitful for all organizations to understand as to the factors that can generate satisfaction since satisfied employees can lead to improved moral and this will bring happiness and greater self-realization, Herzber, et al (1959).
Since employees are individuals who are unique, they are different from one another; their job satisfaction is affected differently by among others; their age, sex, education, and their personal differences. Thus, a clear picture of what job satisfaction and dissatisfaction are assumed to be essential to lead us to identical comprehension and it will be worthy to note their definitions established by the following scholars.
In general, satisfaction and dissatisfaction with jobs is largely related to the workers’ feelings. That is why, Stone (1998) posits, ‘job satisfaction reflects an employee’s feelings about various aspects of work
By Bambang Fahruddin, S.Pd
Posted: May 29th, 2008
INTRODUCTION
The discussion of job satisfaction and dissatisfaction is largely generated from the theories proposed by Maslow which is known with the so call “the needs theory” and Herzberg’s theory that is called “two-factor theory” or “hygiene theory”. Both job satisfaction and dissatisfaction are assumed critical for the organizations to manage since they absolutely affect the productivity as well as the effectiveness of either the employees or the organization performance. This is proved by Herzberg, Mausner & Snyderman (1959) who argue that in order to boost the productivity of employees in particular and organization in general, it is important to increase the effectiveness of employees at work, so then the employees have positive attitudes towards their jobs. Furthermore, in support of the opinion of Herzberg, et al, Stone (1998) further expresses his view that the attitudes of employees towards their jobs and life do have an effect on the grade of job satisfaction they have. Therefore, it is vital and fruitful for all organizations to understand as to the factors that can generate satisfaction since satisfied employees can lead to improved moral and this will bring happiness and greater self-realization, Herzber, et al (1959).
Since employees are individuals who are unique, they are different from one another; their job satisfaction is affected differently by among others; their age, sex, education, and their personal differences. Thus, a clear picture of what job satisfaction and dissatisfaction are assumed to be essential to lead us to identical comprehension and it will be worthy to note their definitions established by the following scholars.
In general, satisfaction and dissatisfaction with jobs is largely related to the workers’ feelings. That is why, Stone (1998) posits, ‘job satisfaction reflects an employee’s feelings about various aspects of work