Job Satisfaction

For many decades, job contentment has been a topic of extreme point interest to researchers and organisations alike. It is undoubtedly the most studied work posture (Ghazzawi, 2008: 1); therefore it is of a great deal of importance to managers and researchers payable to the fact that “job atonement has the potential to affect a wide range of behaviours in organisations” (George & Jones, 2008: 84 as cited by Ghazzawi, 2008: 1).

This essay argues that job satisfaction is the most focal employee military position (Saari & Judge, 2004: 396) and factors like personality and mood, values, justice and work stress lead affect it drastically. This essay will analyse the factors that influences job satisfaction and then apply them to organisational commitment. Lecture and tutorial self-assessments (“LSA” and “TSA”) will be used as evidence to support the integral percentage that job satisfaction has on an individual’s passkey development.

Job satisfaction is defined most famously by Locke (1976: 1300) as “... a pleasurable or positive ablaze state resulting from the appraisal of one’s job or job experiences” (as cited by Igalens & Roussel, 1999: 1007). Ghazzawi (2008: 3) suggest “...



that a person’s disposition can submit a significant matter on their job attitudes, which reflects positively or negatively on job satisfaction” and “personality and mood constructs correlates to job satisfaction (Brief, 1998; Spector, 1997; Watson, 2000 as cited by Ilies & Judge, 2002: 1120). However, Kalleberg (1977: 124) argues that even though “personality variables have some effect on job satisfaction; it is substandard as it ignores the relationship of job satisfaction with characteristics of the job.” For employees to be contented at work, an organisation can “... increase workers satisfaction by influencing job characteristics” (Kalleberg, 1977:125) as it directly impacts an...If you want to get a full essay, order it on our website: Orderessay



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