ORGANIZATIONAL BEHAVIOUR

PROJECT

Job Satisfaction
Group Members:

o Humza Nawaz
o Ali Hamza
o Moize Khan
o Farukhh Rajput
o Tabish amir
o Nouman Zafar
o
JOB SATISFACTION:
Job satisfaction and dissatisfaction, our understanding of these phenomena has not
advanced at a pace commensurate with research efforts. It is argued that a major reason
for this lack of progress is the implicit conception of causality accepted by most
psychologists. It is called the policy of “correlation without explanation.

Conclusion:

The purpose of this paper is to examine these concerns and evaluate the use of job
satisfaction (and other subjective variables) in labor market analysis. The main
theme is that, while there are good reasons to treat subjective variables gingerly, the
answers to questions about how people feel toward their job are not meaningless but
rather convey useful information about economic life that should not be ignored.
The paper begins with a brief description of the satisfaction questions on major
worker surveys, and then considers the use of satisfaction as an independent and as
a dependent variable. Satisfaction is shown to be a major determinant of labor
market mobility, in part it is argued because it reflects aspects of the work place not
captured by standard objective variable. Satisfaction is also found to depend
anomalously on some economic variables (such as unionism) in ways that provide
insight into how those factors affect people.
METHODOLOGY:

Opportunities for training and development are paramount in decisions regarding

employee career choices. Despite the importance, many research studies on job
satisfaction do not address satisfaction with workplace training as an element of overall
job satisfaction, and many job satisfaction survey instruments do not include a
“satisfaction with workplace training” component. This study examined the relationship
between satisfaction with employer‐provided workplace training and overall job
satisfaction of customer contact representatives. A significant relationship was found
between job training satisfaction and overall job satisfaction. Components of job training,
including time spent in training, training methodologies, and content, were determined to
be significant in their relationship to job training satisfaction, and trainees were
significantly more satisfied with the training they received when the methodology
employed was their preferred one.

FINDINGS:
Cross‐study differences in the contributions of work attitudes to the turnover process led us to
(a) estimate the six relations among job satisfaction, organizational commitment, turnover
intention/withdrawal cognitions, and turnover using meta‐analysis; (b) assess the effects of
several psychometric moderators on those relations; and (c) compare the influences of
satisfaction and commitment in the turnover process by applying path analysis to the meta‐
analytic correlations. Based on aggregations involving a total of 178 independent samples from
155 studies, results showed that (a) satisfaction and commitment each contribute independently
to the prediction of intention/cognitions; (b) intention/cognitions are predicted more strongly by
satisfaction than by commitment; (c) intention/cognitions mediate nearly all of  the attitudinal
linkage with turnover.
REFERENCES:
 https://www.managementstudyguide.com/employee-
satisfaction-articles.htm
 https://scholar.google.com.pk/scholar?
q=articles+on+job+satisfaction&hl=en&as_sdt=0&as_vi
s=1&oi=scholart
 https://journals.sagepub.com/doi/abs/10.1177/0013161X
97033001002
 https://journals.aom.org/doi/abs/10.5465/255951
 https://europepmc.org/abstract/med/12785545
 https://www.tandfonline.com/doi/abs/10.1080/13814780
600994376
 http://site.ovid.com/maintenance/maintenance_temp.html
Authors:
 Chaur-luh TSAI
 Abdul Raziqa*, Raheela Maulabakhsha
 Bonnie Sibbald, Chris Bojke, Hugh Gravelle
 Masooma javed Research Scholar, Department of
Management Sciences The Islamia University of
Bahawalpur
 Mark Linzer, MD, Thomas R. Konrad, PhD, Jeffrey
Douglas, PhD, Julia E. McMurray, MD,
 for the Society of General Internal Medicine (SGIM)
Career Satisfaction
 THOMAS A. WRIGHT RUSSELL CROPANZANO