Job Satisfiction
Literature Review:
This research literature review aims to recognize the job satisfaction level; regarding the Personnel Policies of university of Balochistan. Furthermore, the definition of the job satisfaction was defined by Spector in (1997) in following ways “How employees perceive about their jobs in different perceptions of their jobs”. Also the Sempane, Roodt & Rieger (2002) define, “Job satisfaction relates to people’s own evaluation of their jobs against those issues that are important to them”. Even though, the job satisfaction also create outcomes from the evaluation of perceived results with those that are desired outcomes (Kam, 1998) and there is a degree to which the employee’s enjoy their job satisfaction. (McCloskey and McCain, 1987).Job satisfaction plays a vital role to employee’s performance and organizational outcomes. (Spector, 2003). Mainly the job satisfaction determined the feelings, attitudes or preferences of the employee regarding work; the Job satisfaction has affected by the worker and the work itself (Chen, 2008).
Employee Job satisfaction and dissatisfaction is not merely depends upon the nature of work, it as well depend on the belief what’s the work as given to an employee (Hussami, 2008). Advanced organizational and inferior convenience costs, social and intrinsic reward force to increase employee job satisfaction (Mulinge and Mullier, 1998; Willem et al., 2007). Employee job satisfaction is complex in nature and has multi features (Fisher and Locke, 1992; Xie and Johns, 2000); which influenced by the features like working environment, salary, communication, autonomy, and organizational obligations (Lane, Esser, Holte and Anne, 2010; Vidal, Valle and Aragón, 2007; Fisher and Locke, 1992; Xie and Johns, 2000).
The collected research on the job satisfaction; divided it in two groups of internal and external factors for job satisfaction. According to them, the external factors for job satisfaction are non-directive work
This research literature review aims to recognize the job satisfaction level; regarding the Personnel Policies of university of Balochistan. Furthermore, the definition of the job satisfaction was defined by Spector in (1997) in following ways “How employees perceive about their jobs in different perceptions of their jobs”. Also the Sempane, Roodt & Rieger (2002) define, “Job satisfaction relates to people’s own evaluation of their jobs against those issues that are important to them”. Even though, the job satisfaction also create outcomes from the evaluation of perceived results with those that are desired outcomes (Kam, 1998) and there is a degree to which the employee’s enjoy their job satisfaction. (McCloskey and McCain, 1987).Job satisfaction plays a vital role to employee’s performance and organizational outcomes. (Spector, 2003). Mainly the job satisfaction determined the feelings, attitudes or preferences of the employee regarding work; the Job satisfaction has affected by the worker and the work itself (Chen, 2008).
Employee Job satisfaction and dissatisfaction is not merely depends upon the nature of work, it as well depend on the belief what’s the work as given to an employee (Hussami, 2008). Advanced organizational and inferior convenience costs, social and intrinsic reward force to increase employee job satisfaction (Mulinge and Mullier, 1998; Willem et al., 2007). Employee job satisfaction is complex in nature and has multi features (Fisher and Locke, 1992; Xie and Johns, 2000); which influenced by the features like working environment, salary, communication, autonomy, and organizational obligations (Lane, Esser, Holte and Anne, 2010; Vidal, Valle and Aragón, 2007; Fisher and Locke, 1992; Xie and Johns, 2000).
The collected research on the job satisfaction; divided it in two groups of internal and external factors for job satisfaction. According to them, the external factors for job satisfaction are non-directive work
References: * Sempane, M.E., Rieger, H.S. & Roodt, G. (2002). Job satisfaction in relation to organizational culture. South African Journal of Industrial Psychology, 28(2), 23 -30. * Spector, P. E. (2003). Industrial and organization a psychology – Research and practice (3rd edition.). * Spector, P. E. (1997). Industrial & organizational psychology (2nd ed.). New York: John Wiley & Sons. * Kam, L.F * McCloskey, J.C. and McCain, B. (1987), “Satisfaction, commitment, and professionalism of newly employed nurses”, Journal of Nursing Scholarship 19 (10): page no 20-24. * Porter, L.W. and Lawler, E.E. (1968), Managerial Attitudes and Performance, Homewood, IL: Irwin. * Chen, L.H. (2008), “Job satisfaction among information system (IS) personnel” Computers in Human Behavior, 24: page No. 105-118. * Flynn, G. (1998). Is your recognition program understood? Workforce, 77(7),page no: 30-35 * Beer, M., Spector, B., Lawrence, P.R., Mills, D.Q., & Walton, R.E * Blanchard, O. (2004). Economic Future of Europe NBER Working Paper, 103(10). Karasek RA, Theorell T. Healthy work, stress, productivity and reconstruction of working life. New York: Basic Books/Harper, 1990. * Herzberg, F., 1973. Motivation: Management of success. Elkgrove Village, Illinois: Advanced System Inc. http://www.aafp.org/fpm/1999/1000/p26.html * Ngu, S * Abdulkareem, A. Y., & Oyeniran, S. (2011). Managing the Performance of Nigerian Universities for SustainableDevelopment Using Data Environment Analysis. llorin Journal of Sociology, 3(1), 37-50. * Geofrey, Y. (2010). Motivation and Academic Staff Performance in Public Universities in Uganda: The Case of Makerere University. Retrieved from http://dspace.mak.ac.ug/handle/123456789/1339 * Chaix-Couturier C, Durand-Zaleski I, Jolly D,Durieux P * Klein, K.E. (2002). Motivating from the top down. Business Week Online, 1/9/2002, page no, 01. * Gardner, T.M., Moynihan, L.M., Park, H.J & Wright, P.M. (2000). Beginning to Unlock the Black Box in HR Firm Performance on Employee Attitudes and Employee Outcomes’, CAHRS Working Paper 01-12 Cornell University. * Legge, K (1995). Human Resource Management: rhetoric’s and realities. London., Macmillan * Obisi Chris (2001), Employee development, Issues and dimensions, Uncial Journal of public Administrator Sept Vol * Arnett, D. B., Laverie, D. A., and McLane, C. (2002). Using job satisfaction and pride as internal-marketing tools. Cornell Hotel and Restaurant Administration Quarterly 43 (2), 87–96. * Mulinge M, Muller CW (1998) * Lane KA, Esser J, Holte B, McCusker MA (2010). A study of nurse faculty job satisfaction in community colleges in Florida. Teach. Learn. Nurs., 5: 16-26. * E. A Locke (1980)The Nature and Causes of Job Satisfaction. M.D Dunnette (Ed.), Handbook of Industrial and Organizational Psychology, Chicago, Rand McNally. Pno.1297-1349 * AL-Hussami M (2008) * James Buchan et el (2000)“Issues in health services delivery Discussion paper No. 4 Incentive and remuneration strategies Health workforce incentive and remuneration. Page no 3