JOB SATISFACTION

AND OCB
AUTHORS
Jehod Mohammad
FarzanaQuoquab
Mohmad Adnanalias

TITLE OF RESEARCH

RESULT

JOB SATISFACTION AND

OCB: AN EMPIRICAL STUDY
AT HIGHER
LEARNING
INSTITUTIONS

7 items were employed to

access OCB, 4 items from
the
diagnostic
test
developed by Hackman
and Oldham use to
measure
intrinsic
job
satisfaction,
9
items
measure extrinsic job
satisfaction. They are using
5 point likert scale where 1
(very dissatisfied) and 5
(very satisfied). It can be
concluded that this study
contributes to OCB and job
satisfaction literature by
providing evidence from
the
south-Asian
educational context. The
results show that both
intrinsic and extrinsic job
satisfaction are important
variables in predicting the
citizenship behaviors that
can
benefit
HEIs.
Therefore, priority should
be given to both intrinsic
and extrinsic variables that
will encourage employees
to be more spontaneous
and willing to achieve the
organizational goals even
though they exceed their
formal
duties
and
responsibilities.

SOURCES
http://web.usm.my/aamj/16
.2.2011/aamj_16.2.7.pdf

REMARKS
Job satisfaction is defined
as a pleasure of positive
emotional state resulting
from the appraisal of one's
job experience. In ther

study we can see that

both
extrinsic
and
intrinsic factor are very
important of course
many employees want to
master their job but
some are motivate by a
higher salary they to be
paid
more.
The
explanation is that the
employee job satisfaction
is a reflection of the
employee's positive or
negative feelings toward
their work and toward the
organization's ability to
improve and increase the
level of positive feelings
while
reducing
the
negative feelings among
the
employees
by
providing
them
those
tangible and intangible
things that are considered
as very important to them.

JOB SATISFACTION
AND WORKPLACE
DEVIANCE
AUTHORS

TITLE OF RESEARCH

RESULT

Patrick Dunlop
Kibeom Lee

WORKPLACE
DEVIANCE:
THE BAD APPLES DO SPOIL
THE WHOLE BARREL

Correspondent was staff

members of a fast food
chain. Multiple regression
analyses were performed
to evaluate the relative
contribution of each type
of workplace behavior to
the prediction of the
various
measures
of
business unit performance.
In doing this, measures of
the two subtypes of deviant
behavior were combined
into a single WDB
measure. One particularly
important finding in the
present research is that the
unit level of WDB strongly

correlated
with
supervisor ratings of
business
unit
staff
performance. Interestingly,
this finding is consistent
with those reported in the
two recent studies that
investigated
the
relationship between WDB
and supervisor ratings of
job satisfaction at the
individual level.

SOURCES

REMARKS

http://homepages.se.edu/cv
onbergen/files/2012/12/Wo
rkplace-DevianceOrganizationalCitizenship-Behavior-andBusiness-UnitPerformance_The-BadApples-Do-Spoil-theWhole-Barrell.pdf

The employee would not

be satisfy on his/her work
if in her workplace theirs a
deviance that can affect her
motivation to good in
work, like insulting threats
and etc.
The deviant behavior at the
workplace has significant
negative consequences to
the overall efficacy of the
organization.

ESPINOZA,JACKLYN
8:30-9:30 MWF
JOB SATISFACTION
AND
JOB
PERFORMANCE
AUTHORS

TITLE OF RESEARCH

RESULT

SOURCES

REMARKS

EDWARD LAWLER
TURNER
AND
LAWRENCE (1965)
HULIN AND BLOOD
(1967, 1968)

INDIVIDUAL DIFFERENCES:
ACHIEVEMENT MOTIVE

One of the most commonly

suggested cures for worker
alienation,
job
dissatisfaction and and
being poor performer in
work is job enrichment. A
recent study, researcher
found that a number of
telephone operators who
did not react favorably to
enriched jobs. The older
employees, in particular,
tended to prefer the more
repetitive jobs because
they had just adjusted to
them and knew how to do
them well. Thus any job
enrichment effort that
enriches jobs of everyone
in a work area or of
everyone doing a particular
type of work is bound to
make people less happy
and
less
productive.
Satisfaction
and
performance, go up.

ORGANIZATIONAL
BEHAVIOR
AND
MANAGEMENT

Satisfaction
and
performance
has
great
correlation with each other
because when we satisfied
in our job we also perform
well and we are being more
productive.
People are different from
each other, people differ in
many dimensions. The
importance of work life
means one thing to one
person and another thing to
another. If people learn to
love their job and not taken
for granted because he
forces do it. If thats your
perspective, not aiming
satisfactory outcome on
our work and we might
also be not good performer
in our on field.

relationship between the

variables.

JOB SATISFACTION
AND ABSENTEEISM
AUTHORS

TITLE OF RESEARCH

RESULT

C.SWARNALATHA
AND
G.SURESHKRISHNA

ABSENTEEISM A MENACE
TO ORGANIZATION IN
BUILDING
JOB
SATISFACTION
AMONG
EMPLOYEES IN
AUTOMOTIVE INDUSTRIES
IN INDIA

100 respondents where

interviewed and 82 % of
the respondents agree that
dominating bosses has a
significant impact on job
satisfaction and 64 % of
the employees agree that
non cooperating peers
resulted in absenteeism
and it makes them
dissatisfied with the job.
This study further explores
a link between job
satisfaction
and
absenteeism. Results show
that
30%
of
the
respondents strongly agree
that absenteeism mean
dissatisfaction while 22%
agree to this effect. This
indicates that over half the
respondents believe that
absenteeism is a threat
which leads to job
dissatisfaction. From the
results obtained from the
analysis of the study shows
that 76.8% relationships
exist between absenteeism
and job satisfaction. This
shows a positive and direct

SOURCES

REMARKS

http://tmgt.lsrj.in/Uploaded
Articles/14.pdf

The
absenteeism
of
workers in an organization
may be caused by lot of
factors which in most cases
are
due
to
the
dissatisfaction
of
the
employees.
Also
unsatisfied employees tend
to quit more often or
absent more frequently and
produce lower quality
work than other satisfied
workers.
the result obtained at the
end reveals that there is
direct linkage between job
satisfaction
and
absenteeism.
If
the
employee is not satisfy
about his work, not suits
his abilities and cant apply
his skills. This can be the
reasons or obstacles that
will hinder his job
performance within work
community.

employee first satisfied to

make his job productive.

JOB SATISFACTION
AND
CUSTOMER
SATISFACTION
AUTHORS

TITLE OF RESEARCH

MARIEL GUZMAN
BERTHA
RODRIGUEZ
PAULINA
MANAUTOU

THE
LINK
BETWEEN
CUSTOMER SATISFACTION
AND
EMPLOYEE
SATISFACTION
IN
RESTAURANT INDUSTRY

RESULT

SOURCES
REMARKS

14
Questions
were
answered by 16 the
correspondents.
For
employees it is very
important
to
gain
gratification from their job.
Way more important, there
is a evidence that sustain
the higher the level of
rotation
between
the
employee lower the levels
satisfaction can come
referring to customers.
According to result of the
research lot of customer
were given chance to
interviewed, answered that
employee satisfaction is
important
when
the
customer
satisfied
everything follows. The
survey scale was 1 to 7
likert scale. Where 1 is
strongly disagree and 7 is
strongly agree. Half of
respondent answer 7 as
strongly agree, but the
other half answer only 6.
simply means all of
correspondent
want

http://www.tam.itesm.mx/d
ocumentos/ANEXO
%20004%20JUAN
%20DI.pdf

When the employee is

satisfied with his work,
and treated by his manager
right, he will be serve the
customer right and give a
customer
satisfaction.
Employee attitude reflects
how he treated by his
manager.
Study research has found
that CEOs who pay
attention to employees' job
satisfaction are able to
boost both customer
satisfaction and
"repurchase intentions," or
the number of customers
that intend to purchase
products from the store.

JOB SATISFACTION
AND TURNOVER
AUTHORS
Elizabeth Medina

TITLE OF RESEARCH

RESULT

Job Satisfaction and Employee

Turnover Intention:
What
does
Organizational
Culture have to do with It?

The sample is almost

equally male (48 percent)
and female (52 percent),
This study uses respondent
self reported intent to leave
ones current employer as
an indicator for turnover
intention, the dependent
variable.
Greater
job
satisfaction is associated
with greater productivity,
so
more
satisfied
employees ought to be
more productive, relative
to
lesser-satisfied
employees.
These findings are aligned
with research showing that
job
satisfaction
is
positively
related
to
employee
engagement.
Research has shown that
more satisfied employees
are more engaged in their
work, while less satisfied
employees
are
less
engaged. Lower levels of
engagement are associated
with employee withdrawal,
particularly in terms of
voluntary turnover.

SOURCES
http://qmss.columbia.edu/s
torage/Medina
%20Elizabeth.pdf

REMARKS
The relationship between
job
satisfaction
and
employee
turnover
intention is moderated by
level of satisfaction with
workplace culture.
When the employee is not
satisfied within his job he
tends to leave the work.
Many factors that can
employee will turnover.
When the needs of
employee can provide by
his
employer,
theres
nothing more to worry that
employee
will
be
dissatisfied. He will be less
tardiness, less turnover.