There is no strong acceptance among many researchers, etc., that increased job satisfaction produces improve job performance -- in fact, improved job satisfaction can sometimes decrease job performance if organization is not able to create ownership of long vision an d goals of the organization .
For example, you could let sometime sit around all day and do nothing. That may make them more satisfied with their "work" in the short run, but their performance certainly didn't improve.
Job satisfaction Vs turnover /absenteism Turnover & Absence Job satisfaction Absence Employee Turnover Low High High
Employee –Organization relationship - Ve +ve +ve -ve Organization attitude towards employee employees attitude towards orgn Employee leaves by mutual consent Employee voluntarily leaves Employee terminated Employee stays
Managers can shape the environment to encourage employee satisfaction:
Mentally challenging work
Supportive working conditions
No Research suggests that job satisfaction is largely determined by genetics: 80% of Happiness (or subjective well-being) is attributable to genes Job satisfaction tends to be consistent across time and across jobs
Should it be mailer or call every one at one place
Should it be by internal HR department or external agencies
Should a standard instrument to be used or have a new designed internally
How to check validity and reliability of the internally developed instrument ?
Process for conducting the satisfaction surveys Identify reason for survey Obtain management commitment analyze results Develop survey instrument Do a pilot Administer survey Tabulate and Analyze Share the results and way forward Implement action plan C heck /review Plan Do