1. 22 SHODH, SAMIKSHA AUR MULYANKAN
International Indexed & Refereed Research Journal, ISSN 0974-2832,(Print) E- ISSN-2320-5474, December,2013, VOL-V * ISSUE- 59
Introduction
Job satisfaction is defined as the attitude of
workerstowardtheorganization,theirjob,theirfellow
workers and other psychological objects in the work,
environment. A favorable attitude toward these indi-
cates job satisfaction and vice versa. Job Satisfaction
is the favorableness or un-favorableness with which
the employee views his work. It expresses the amount
of agreement between one's expectation of the job and
the rewards that the job provides. Job Satisfaction is a
part of life satisfaction. The nature of one's environ-
ment of job is an important part of life as Job Satisfac-
tion influences one's general life satisfaction.
Job-Satisfaction is the extent to which a per-
son is attracted towards his job and the activities as-
sociated with it, as well as the extent to which he is
attracted to his employing organization.
Objective of TheStudy:-
The main objective of the present study is to
explore and describe ,in brief, the employee job satis-
faction dimensions, components, factors, models of
job satisfaction. The present study is exploratory and
descriptive in nature.
Dimensions ofJobSatisfaction
• Job Satisfaction is an emotional response to a job
situation.
• JobSatisfactionisdeterminedbyhowwelloutcomes
meet or exceed expectations.
• Job Satisfaction represents several related attitudes
Factors of JobSatisfaction
WorkingConditions-
This includes those physical aspects of envi-
ronment which are not necessary a part of the work.
Wage and Salaries -
This factor includes all aspect of job involv-
Research Paper
December , 2013
AStudy On EmployeeJob Satisfaction
* Jyoti Sindhu
*Asstt. Prof.InVenkateswara CollegeUniversity of Delhi
A B S T R A C T
Job satisfaction describes how content an individual is with his or her job. There are variety of job factors that can influence
a person's job satisfaction level. Some of these factors are working conditions, wage and salary, opportunities for
advancement, security, special aspects of job, the perceived fairness of promotion system with in a company, leadership
and social relationship, the interest and challenge of job. Job satisfaction is a very important attribute which is frequently
measured by organizations. Affect theory, Dispositional theory, Opponent process theory, Two factor theory are some of
the models of the job satisfaction.
Keywords - Job Satisfaction , Factors , Models ing present monitory remuneration for work done.
Opportunities For Advacements-
It includes all aspect of job which individual
sees as potential sources of betterment of economic
position, organizational status or professional
experience.
Security - It is defined to include that feature of job
situation, which leads to assurance for continued
employment,eitherwithinthesamecompanyorwithin
same type of work profession.
Social Aspect of Job-Itincludesrelationshipofworker
with the employees specially those employees at same
or nearly same level within the organization.
Models of Job Satisfaction AffectThoery
Edwin A. Locke's Range of Affect Theory
(1976) is arguably the most famous job satisfaction
model. Themain premiseofthistheoryisthat satisfac-
tion is determined by a discrepancy between what one
wants in a job and what one has in a job. Further, the
theory states that how much one values a given facet
of work (e.g. the degree of autonomy in a position)
moderates how satisfied/dissatisfied one becomes
when expectations are/aren't met. To illustrate, if
Employee A values autonomy in the workplace and
Employee B is indifferent about autonomy, then Em-
ployee A would be more satisfied in a position that
offers a high degree of autonomy and less satisfied in
a position with little or no autonomy compared to
Employee B. This theory also states that too much of
a particularfacet will produce stronger feelings of dis-
satisfaction the more a worker values that facet.
Dispositionaltheory
Another well-known job satisfaction theory
is the Dispositional Theory. It is a very general theory
that suggests that people have innate dispositions
that cause them to have tendencies toward a certain
level of satisfaction, regardless of one's job. This ap-

2. 23SHODH, SAMIKSHA AUR MULYANKAN
International Indexed & Refereed Research Journal, ISSN 0974-2832,(Print) E- ISSN-2320-5474, December,2013, VOL-V * ISSUE- 59
proachbecameanotableexplanationofjobsatisfaction
in light of evidence that job satisfaction tends to be
stable over time and across careers and jobs. Research
alsoindicatesthatidenticaltwinshavesimilarlevelsof
job satisfaction.
A significant model that narrowed the scope
of the Dispositional Theory was the Core Self-
Evaluations models , proposed by TimothyA. Judge,
EdwinA. Locke, and Cathy C. Durham in 1997. Judge
et al. argued that there are four Core Self-evaluations
that determine one's disposition towards job
satisfaction: self -esteem, general self-efficacy, locus
of control, and neuroticism. This model states that
higher levels of self-esteem (the value one places on
his/herself)andgeneralself-efficacy(thebeliefinone's
own competence) lead to higher work satisfaction.
Having an internal locus of control (believing one has
control over herhis own life, as opposed to outside
forces having control) leads to higher job satisfaction.
Finally, lower levels of neuroticism lead to higher job
satisfaction.
Opponent ProcessThoery
According to opponent process theory, emo-
tional events, such as criticisms or rewards, elicits two
sets of processes. Primary processes give way to emo-
tions that are steady with the event in question. Events
that seem negative in manner will give rise to the feel-
ings of stress or anxiety. Events that are positive give
rise to the feeling of content or relaxation.
Equity Theory
Equity Theory shows how a person views
fairnessinregardtosocialrelationships.Duringasocial
exchange, a person identifies the amount of input
gained from a relationship compared to the output, as
well as how much effort another person puts forth.
Equity Theory suggests that if an individual thinks
there is an inequality between two social groups or
individuals, the person is likely to be distressed be-
cause the ratio between the input and the output are
not equal.
For example, consider two employees who
workthesamejobandreceivethesamebenefits.Ifone
individual gets a pay raise for doing the same or less
work than the other, then the less benefited individual
willbecomedistressedinhisworkplace.If,ontheother
hand, one individual gets a pay raise and new respon-
sibilities, then the feeling of inequality is reduced.
Discrepancy Theory
According to this theory, all individuals will
learn what their obligations and responsibilities for a
particular function, over a time period, and if they fail
to fulfill those obligations then they are punished.
Over time, these duties and obligations consolidate to
form an abstracted set of principles, designated as a
self-guide.Agitationandanxietyarethemainresponses
when an individual fails to achieve the obligation or
responsibility.
Two FactorTheory
Frederick Herzberg's Two-factor theory -
Motivating factors are those aspects of the job that
makepeoplewanttoperform,and providepeoplewith
satisfaction, for example achievement in work, recog-
nition, promotion opportunities. Hygiene factors in-
clude aspects of the working environment such as pay,
company policies, supervisory practices, and other
working conditions.
Conclusion:-
Job satisfaction is the most important issue in
the job.Ahigher level ofjob satisfaction increases the
motivation of the employee in their daily work, on the
otherhand jobdissatisfactionwilldecreasemotivation
of the employees. Based on the literature reviewmany
factors contribute to the employee job satisfaction.
Positive environment is very much important for the
job satisfaction of the employees
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