Psy 428 Job Satisfaction Paper

Job Satisfaction Paper
PSY/428
Organizational Psychology
University of Phoenix
Shannon Early
October 16, 2013
Patricia Heard

Job Satisfaction Paper 1 Job satisfaction conveys the contentment that an individual has with their job. Job satisfaction is a somewhat modern phrase from the time when centuries ago the careers obtainable to a certain individual were frequently prearranged by the profession of that individual’s mother or father. Many factors can influence an individual’s degree of job satisfaction. A number of these factors involve the degree of benefits and pay, the perceived equality of the promotion structure inside an organization, the value of the operational conditions, social relationships,
guidance, the challenge and interest the job creates, the clarity of the work requirements/descriptions, and the profession itself ( the assortment of duties involved). The more contented a person is within their profession, the more pleased they proclaim to be.
Job satisfaction and motivation are not the same but the two are obviously connected. Job design intends to improve job satisfaction and performance techniques that consist of job enrichment, job rotation, and job enlargement. Additional influences about job satisfaction include the employee involvement, the management culture and style, autonomous work groups and empowerment. Job satisfaction is a significant quality that is regularly assessed by companies. The majority of ways for measurement is the utilization of rating scales where workers report their feedback to their jobs. Job satisfaction can plainly be described as an enjoyable emotional state occurring from the evaluation of a person’s job; an intuitive response to a person’s job, and a mental outlook towards a person’s job. Job satisfaction can also be described as the Job Satisfaction Paper
2 attitude an individual holds towards their job. An individual might be feeling as if his or her job is demeaning, interesting, outright stressful, demanding, and rewarding. A human being that is pleased with his or her job displays a positive outlook concerning the job. Numerous aspects play a major responsibility in the ways an individual feels about their job such as work conditions, emotional intelligence of management, advancement opportunities, compensation, pay, promotions, recognition, communication, and benefits. Professionals and scholars in the field of human resources usually create a difference among affective job satisfaction and cognitive job satisfaction (Moorman, 1993). The level of gratifying emotional reactions that an individual has about their job overall is considered affective job satisfaction. Job satisfaction that involves the cognitive satisfaction consists of a person’s contentment through certain aspects of their employment, including working hours, pension arrangements, pay, and various extra facets of his or her jobs. Organizational socialization can be described as, “The development by which a person makes the change from out outsider to organizational member (Jex, & Britt, 2008). Organizational socialization is made up of transitional methods that new employees transition throughout. The initial phase of socialization is composed of a “critical duty for trainees to obtain an understanding of the accountability and objectives of their job expectations” (Jokisaar, & Nurmi, 2009) and dealings with other workers.

Job Satisfaction Paper 3
The second phase consists of the employee understanding the job to perform, understanding the company’s goals and values, and establishing the balance between work and life.
The third phase of job satisfaction happens to be obvious. During the third phase turnover happens when an employee departs from the organization for numerous motives (Jex, & Britt, 2008). An excellent illustration of how organizational socialization carries on in guaranteeing job satisfaction is in the United States armed forces. Once an individual comes to a decision to join any branch of the military there are methods taken to become a soldier. The organizational socialization that the armed forces subject the prospective soldiers to may be different than what happens in any standard organization or in the civilian world. Boot camp is the preparation that every soldier must join in and exceed in order to become a soldier. In boot camp, the United States teaches individual civilians the skills, behaviors, values, functions, roles, and culture that has to be learned prior to a person becoming a
soldier. Job satisfaction can be described as satisfaction with an individual’s job. The relationship connecting job satisfaction and organizational commitment is apparent. Once an employee has loyalty to his or her employer, the turnover rate decreases, the productivity level increases, and unconstructive actions including employee larceny also diminishes. A contented employee is normally much more committed to the company than an employee who is discontented.

References
Jex, S. M., & Britt, T. W. (2008). Organizational psychology: A scientist-practitioner approach (2nd ed.). Hoboken, NJ: John Wiley and Sons.
Jokisaari, M. & I. E. Nurmi, “Change in Newcomers’ Supervisor Support and Socialization Outcomes after Organizational Entry,” Academy of Manage Journal (2009) Vol. 52. No. 3 pp 527-544.
Moorman, R. H., (1993) The Influence of Cognitive and Affective Based Job Satisfaction Measures on the Relationship Between Satisfaction and Organization Behavior. Human Relations. Retrieved June 1, 1993.