LO3

What is Job Satisfaction?

Job satisfaction essentially reflects the extent
to which an individual likes his or her job.
Formally defined, job satisfaction is an affective
or emotional response toward various facets of
one's job.
mportance of Job Satisfaction
Satisfied workers do work more willingly.
Satisfied workers usually engage in
constructive behavior.
Satisfied employees have a favorable
evaluation of their job, based on their
observations and emotional experiences.
Satisfied employees are more productive
than those who are less satisfied.
 EVLN Model

The EVLN model identifies the four

ways that employees respond to job
dissatisfaction.
Exit
Leaving the organization,
transferring to another work
unit, or at least trying to make
these exits.
Loyalty
Employees who respond to
dissatisfaction by patiently
waiting.
Voice
Any attempt to change
rather than escape from a
dissatisfying situation.
Neglect
Reducing work effort, paying less
attention to quality, and increasing
absenteeism and lateness.
 Job Satisfaction and
Performance
Workers tend to be more productive to some extent
when they have more positive attitudes toward their
job and work place.
Job Performance may lead to job satisfaction if
employees are fairly rewarded for a good
performance.
 Job Satisfaction and
Customer Satisfaction
Service-Profit Chain

The serviceprofit chain is the central

concept in a theory of business
management which links employee
satisfaction to customer loyalty
and profitability.
Organizational Commitment
Organizational commitment represents the other half of what some
experts called overall job attitude

Organizational Commitment or more

specifically, affective commitment, is the
employees emotional attachment to,
identification with, and involvement in a
particular organization.
Affective commitment is a persons feeling of
loyalty to the place where he or she works.
Consequences of affective and continuance
commitment

Affective commitment can be a significant competitive advantage.

Loyal employees are less likely to quit their job and be absent from work.
They also have higher work motivation and organizational citizenship, as
well as somewhat higher job performance. Organizational commitment
improves customer satisfaction because long tenure employees have
better knowledge of work practices and because clients like to do business
with the same employee. One warning is that employees with very high
loyalty tend to have high conformity, which results in lower creativity.
There are also cases of dedicated employees who violated laws to defend
the organization. However, most companies suffer from too little rather
than too much affective commitment.
Building Organizational
Commitment
Justice and Support
Affected commitment is higher in organization that fulfill their
obligations to employees and abide by humanitarian values, such
as fairness, courtesy, forgiveness, and more integrity.

Shared Values
the definition of affective commitment refers to a persons
identification with the organization, and the identification is
highest when employees begin their values are congruent with
the organizations dominant values.

Trust
trust refers to positive expectations one person has towards
another person in situation involving risk. Trust means putting
faith in the other person or group. It is also a reciprocal activity.
This explains why layoffs are one of the greatest blows to
employee loyalty.
Trust
trust refers to positive expectations one person has
towards another person in situation involving risk. Trust
means putting faith in the other person or group. It is
also a reciprocal activity.
This explains why layoffs are one of the greatest blows to
employee loyalty.
Organizational Comprehension
Refers to how well employees understand the organization, including its
strategic direction, social dynamics, and physical layout. This awareness is
necessary prerequisite to affective commitment because it is difficult to identify
with or feel loyal to something that you dont know very well. Furthermore, lack
of information produce uncertainty, and the resulting stress can distance
employees from that source of uncertainty.

Employee Involvement
Increases affective commitment by strengthening the employees
psychological ownership and social identity with the organization.
Employees feel that are part of organization when they participate in decisions
that guide the organizations future. Employee involvement also builds loyalty
because giving this power is a demonstration of the companys trust in its
employee.