Sampling and Measures of Central Tendency and Dispersion

In order to compare employee satisfaction by division (independent variable) and examine employee attitudes, we compared the mean differences between the following dependent variables: the Minnesota Satisfaction Questionnaire (MSQ), the pay satisfaction questionnaire (PSQ), Job Descriptive Index (JDI), the work itself (JDIW), supervisors (JDIS), Job Descriptive Index of Co-Workers (JDIC) and promotions (JDIPRO). Additional dependent variables regarding employees sentiments towards performance appraisal

2000 studies have been published on job satisfaction since the 1950’s (Kahn, 1972). Job satisfaction refers to an employee’s feelings towards their job based on the comparison between actual versus desired outcomes (Locke, 1969). Each individual experiences various levels of job satisfaction due to their different expectations towards their job

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

Several studies have been conducted on the job satisfaction of employees. The study of Society of Human and Resource Management (SHRM) in 2012 showed that 81% employees of the United State reported that they were satisfied with their job, out of which 38% of employees reported that they were very satisfied and 43% of employees were somewhat satisfied and about 79% employees reported that they were satisfied with the relationship of their co-workers. Compare to the study of Human and Resource Management (SHRM) 2012 and 2007 both showed that the majority of employees were satisfied with their salaries. Their satisfaction level was approximately same in different years. Likewise the study of Human and Resource Management (SHRM) 2007and the study of Australian Journal of Business and Management Research in 2011 conducted a survey

On the other hand, others posit that using an aggregated measure can cloud the actual causes of satisfaction, leading to unsound generalisation of employee satisfaction (Rose, 2003). The author further argues that proper aggregation of job satisfaction measures should ideally be done through the use of a composite index that includes a wide range of indicators of job satisfaction. However, in a later study, Rose (2005) also points to the significance of performing a detailed analysis of job satisfaction. The former approach is preferred for this study as it is follows closely on the work done by Brown et al. (2008). Job satisfaction is linked to the sense of achievement with work; the level of a influence work; and with pay. These key facets of satisfaction are discussed in our analysis and examined empirically. Also, achieving a fulfilling employment and providing workers with adequate control and influence on their work are significant for improving job satisfaction (Layard, 2005).

job satisfaction will be examined. This study will take place in nine elementary schools, two

This survey is aimed at establishing what motivate and to establish whether employees are satisfied in whatever they do in the organization.

In this study, job satisfaction will be operationalized using selected items from the 18-item Index of Job Satisfaction (IJS) developed by Brayfield & Rothe (1951). A 5-point Likert scale will be used to measure the outcomes ranging from the lowest indication of job satisfaction as 1 (strongly disagree) to the highest indication of job satisfaction 5 (strongly agree). This will

When a person comes to work each day, they are required to perform their job duties to the best of their ability. However, how a person performs these duties each day depends on how much they like or dislike their occupation. Job satisfaction affects job performance and turnover rates. “Job satisfaction essentially reflects the extent to which an individual likes his or her job. Formally defined, job satisfaction is an effective or emotional response toward various facets on one’s job (Kinicki & Fugate, 2016, pg. 57).” It is possible a person only likes part of his or her job though. Job satisfaction has five predominant models. These models are: was need fulfillment met, are expectations met, values, equity (fairness), and dispositional/ genetic components. Job satisfaction also affects attitudes and

Job satisfaction involves an individual’s attitude and emotions resulting from their job. If their attitude and emotions are positive, they are satisfied, but if attitudes and emotions are negative, they are dissatisfied. The Hawthorne study in the late 1920s found that workers

The median is the number in the middle of a distribution, once that distribution has been placed in ascending or descending order.

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

After accompanied a research about employees’ job dissatisfaction in general companies and for Delta Company, I have recognized some proofs based on questionnaire and articles. There is a level of job satisfaction for each individual and each job performed. These problems happen when people are not happy with their jobs. This research will support or help the company to increase their employees’ satisfaction level of their job. As we found employees’ were dissatisfied in almost all areas, while a few of employees satisfied ratios were approximately of employees’ dissatisfaction ratios, but still less than employees’ dissatisfaction.

Personal characteristics of workers also has an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is more adjusted personally, they will be more satisfied with work. Most of all having a job with decent and fair wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors.

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the