This document discusses various antecedents of job satisfaction from environmental, personality, and person-job fit perspectives. Regarding environmental antecedents, it examines job characteristics theory and finds that characteristics like skill variety, autonomy, and feedback are positively correlated with satisfaction. However, the effects of changing job characteristics may be short-lived. Pay level also influences satisfaction, particularly pay satisfaction, though fairness is more important. Regarding personality antecedents, traits like negative affectivity and external locus of control can influence how positively one views their job. Demographic factors like gender and age generally show few differences in satisfaction. Person-job fit perspectives suggest satisfaction occurs when people's attributes match their job's demands.
This chapter is very essential for those who are studying OB and as well has a huge importance for everyone else. Attitude is what makes someone successful and someone else unsuccessful. attitude is defined as evaluative statements- either favorable or unfavorable- concerning people, things, objects etc.while job satisfaction is a positive feeling about one's job.
Method of measuring job satisfaction
Generally there are 2 methods
simple global rating and summation
and also a 3rd personal interview for extreme circumstances.
Attitudes and Job Satisfaction - Organizational BehaviorFaHaD .H. NooR
This is a focus on Attitudes and Job Satisfaction. Managers should be interested in their employees’ attitudes because attitudes give warnings of potential problems and influence behavior. Creating a satisfied workforce is hardly a guarantee of successful organizational performance, but evidence strongly suggests that whatever managers can do to improve employee attitudes will likely result in heightened organizational effectiveness. Attitudes are evaluative statements or judgments concerning objects, people, or events. Attitudes are made up of three components. The cognitive component is made up of the belief in the way things are. The effective component is the more critical part of the attitude as it is calls upon the emotions or feelings. The behavioral component describes the intention to behave in a certain way toward someone or something. These three components work together to aid in our understanding of the complexity of an attitude. Sometimes we observe people who will change what they say so it doesn’t contradict their behavior. When attitudes and behaviors don’t line up, individuals will experience cognitive dissonance. This incongruity is uncomfortable and individuals will seek to reduce the dissonance to find consistency.
People are willing to live with some discomfort but the degree to which this is true depends upon the importance of the elements, how much influences the individual has in the situation, and the rewards available.
Some issues and problems faced by Industrial/Organizational psychologist.Mohammad Adeel Bhatti
Industrial/Organizational psychologists also have known as I/O psychologists whose work on a wide variety of issues in organization. Sometimes they called as Occupational psychologist, because these are the skilled and specialized people who apply theories of psychology in work industries.
This chapter is very essential for those who are studying OB and as well has a huge importance for everyone else. Attitude is what makes someone successful and someone else unsuccessful. attitude is defined as evaluative statements- either favorable or unfavorable- concerning people, things, objects etc.while job satisfaction is a positive feeling about one's job.
Method of measuring job satisfaction
Generally there are 2 methods
simple global rating and summation
and also a 3rd personal interview for extreme circumstances.
Attitudes and Job Satisfaction - Organizational BehaviorFaHaD .H. NooR
This is a focus on Attitudes and Job Satisfaction. Managers should be interested in their employees’ attitudes because attitudes give warnings of potential problems and influence behavior. Creating a satisfied workforce is hardly a guarantee of successful organizational performance, but evidence strongly suggests that whatever managers can do to improve employee attitudes will likely result in heightened organizational effectiveness. Attitudes are evaluative statements or judgments concerning objects, people, or events. Attitudes are made up of three components. The cognitive component is made up of the belief in the way things are. The effective component is the more critical part of the attitude as it is calls upon the emotions or feelings. The behavioral component describes the intention to behave in a certain way toward someone or something. These three components work together to aid in our understanding of the complexity of an attitude. Sometimes we observe people who will change what they say so it doesn’t contradict their behavior. When attitudes and behaviors don’t line up, individuals will experience cognitive dissonance. This incongruity is uncomfortable and individuals will seek to reduce the dissonance to find consistency.
People are willing to live with some discomfort but the degree to which this is true depends upon the importance of the elements, how much influences the individual has in the situation, and the rewards available.
Some issues and problems faced by Industrial/Organizational psychologist.Mohammad Adeel Bhatti
Industrial/Organizational psychologists also have known as I/O psychologists whose work on a wide variety of issues in organization. Sometimes they called as Occupational psychologist, because these are the skilled and specialized people who apply theories of psychology in work industries.
Contrast the three components of an attitude.
Summarize the relationship between attitudes and behavior.
Identify the role consistency plays in attitudes.
State the relationship between job satisfaction and behavior.
Identify four employee responses to dissatisfaction.
research project report on challenges faced by working women in private sect...RAJWANT KAUR
It was a research report conducted from respondent who are working women employees in private sector banks. It's topic is the problems and challenges faced by women in private sector banks,
Contrast the three components of an attitude.
Summarize the relationship between attitudes and behavior.
Identify the role consistency plays in attitudes.
State the relationship between job satisfaction and behavior.
Identify four employee responses to dissatisfaction.
research project report on challenges faced by working women in private sect...RAJWANT KAUR
It was a research report conducted from respondent who are working women employees in private sector banks. It's topic is the problems and challenges faced by women in private sector banks,
Employee voice: An antecedent to organisational engagement?Kevin Ruck
Some findings from Dr Kevin Ruck's PhD thesis related to the association between employee voice and organisational engagement, presented at Bledcom 2016 by Kevin and his PhD supervisor Dr Mary Welch.
Autonomy and Employee Job Satisfaction of Hotels in Port Harcourt, NigeriaAJHSSR Journal
Autonomy and employee job satisfaction of hotels in Port Harcourt. The population of this study was 1,764 from fifty (50) indigenous hotels in Port Harcourt metropolis. The sample size of 326 employees of hotels in Port Harcourt metropolis was obtained using the Taro Yamane‟s formula for sample size determination. The study adopted the cross-sectional survey in its investigation of the variables and applied both descriptive and inferential statistical techniques. The hypothesis was tested using the Spearman Rank Order Correlation Coefficient .The tests were carried out at a 95% confidence interval and a 0.05 level of significance. The reliability of the instrument was achieved through the Crombach Alpha coefficient with autonomy having 0.776 and organizational profitability having 0.891. The result of the findings revealed that autonomy has a significant positive relationship with employee job satisfaction of hotels in Port Harcourt. Based on empirical findings, the study concludes autonomy has a significantly influences organizational profitability. The study thus recommended that hotels should build on their distinctive competitive advantage so to sharpen their competitive aggression in the industry.
The purpose of this paper is to discuss on the concept of job satisfaction and how job satisfaction can make impact on the performance of employees in an organization. The paper will be limited to the positive and negative effects of Job satisfaction. Secondly, the literature review will discuss the relationship between employee motivation, job satisfaction and employee performance.
Relationship of Demographic Variables and Job Satisfaction among Married WomenIJLT EMAS
The purpose of this study was to study the relationship
between job satisfaction and demographic variables among
married women who are working in academics. The research
was descriptive and survey study. In this study, women working
in technical educational Institutes, from Indore were studied. for
this 300 working women(N=300) were chosen as per their work
in the Institutes, teaching or Non-teaching. A socio- demographic
questionnaire were used for the purpose. The findings revealed
that on the basis of the age and qualification , there is no relation
between factors studied (work environment, job security, roles &
responsibility etc.) and job satisfaction and on the basis of
designation, income and experience, researcher found the
relation between factors studied (work environment, job
security, roles & responsibility etc.) and job satisfaction.
International Journal of Engineering Research and Applications (IJERA) is an open access online peer reviewed international journal that publishes research and review articles in the fields of Computer Science, Neural Networks, Electrical Engineering, Software Engineering, Information Technology, Mechanical Engineering, Chemical Engineering, Plastic Engineering, Food Technology, Textile Engineering, Nano Technology & science, Power Electronics, Electronics & Communication Engineering, Computational mathematics, Image processing, Civil Engineering, Structural Engineering, Environmental Engineering, VLSI Testing & Low Power VLSI Design etc.
16Personal Consequences of Employee CommitmentUniversity o.docxdrennanmicah
1
6
Personal Consequences of Employee Commitment
University of Maryland Eastern Shore
Submitted in partial fulfillment of the requirements for Course #xxxx
Title
Professor
Date
Journal:
Personal consequences of employee commitment. Academy of
Management Journal, 32(3), 649-661.
Date:
1989
Author(s):
Romzek, B., S.
Introduction
The purpose of the study was to examine the positive or negative consequences of employee commitment on nonwork and career satisfactions with the central hypotheses as positive. The study analyses used panel data that tested the effects of employee commitment on satisfaction with nonwork and career progress. Findings support that organizational involvement has positive consequences for individuals.
Hypothesis and Research Question:
The author submitted two hypotheses that tested for positive or negative consequences of employee commitment on nonwork and career satisfactions. Controlling for family involvement and age, the author’s first hypotheses tested to determine if employee commitment would have positive consequences for individuals’ nonwork satisfaction. The second hypotheses tested to determine if employee commitment would have positive consequences for individuals’ satisfaction with their career progress and future prospects.
Method/Type of Study
Research Design
The research design was a quantitative cross-sectional two-wave panel study conducted in 1982 and 1984 respectively.
Research Participants
The study surveyed a random sample of 484 respondents in the first wave of the survey which took place in 1982. The same respondents were contacted for the second wave in 1984 and resulted in 368 of the original individuals responding. The original sample was drawn from personnel listings solicited through nine public agencies; three federal offices, three state offices, and three local governments based in the states of Kansas and Missouri. The author noted that the “agencies represented diversity in the level of government, scope of services provided, and size and constituted an availability sample.” Other than collecting data on age as a control variable, the author did not indicate additional demographic information as being collected for study purposes. Without the data, it is very difficult to determine if the findings can be generalized to the population.
Instrumentation
Organizational involvement was the concept used to measure employee commitment. The author employed a customized measurement instrument adapted from separate scales developed by Etzioni (1975) for organizational involvement; Romzek (1985) for organizational alienation; and Hall, Schneider and Nygren (1970) and Buchanan (1974) for positive psychological attachment. The resultant organizational involvement scale had a Cronbach alpha of .77. Nonwork satisfaction was adapted from a scale developed by the National Opinion Research Center. The five-item Likert format measured the extent o which individuals report being satisfied wi.
Demographic Factors and Job Satisfaction: A Case of Teachers in Public Primar...Reuben Chirchir
Abstract
The success of any school depends among others on the social capital including teachers, students, parents and
other stakeholders who support the business of imparting knowledge. Satisfied and committed teachers impacts
both on individual student performance and general academic standards of the school. The study explored job
satisfaction among primary school teachers in relation to certain demographic variables. The objective of this
study was therefore to examine the influence of demographic factors on job satisfaction of teachers in public
primary schools in Bomet County, Kenya. This was done by conducting a survey using a self-administered
questionnaire. A total of 848 teachers in 129 primary schools participated in the study. Descriptive and
Inferential statistics were used to analyze the data. The overall finding was that teachers were ambivalent on job
satisfaction, meaning that they were not sure whether they are satisfied with their jobs. However, teachers were
satisfied with their colleague co-teachers and happy when assigned administrative duties. Teachers were more
satisfied when authority is delegated to them. It is evident that school leadership need to improve on in ways of
supervision, systems of reward, ways of communication and working conditions. It was further established that
there was significant differences in the level satisfaction of male and female teachers for satisfaction with
administrative duties (t = 2.645) and satisfaction with teaching (t= 2.448). It was also found that male teachers
are more satisfied with administrative duties (m=3.2; s.d. = 1.05) than female teachers (m=2.91; s.d.= 1.18).
Similarly, male teaches are more satisfied with teaching (m= 2.6; s.d.= 0.70) than female teachers (m= 2.5; s.d. =
0.79). This implies that female teachers are not keen on taking up additional administrative duties in the school.
Overall, there was no significant difference between the levels of job satisfaction between male and female
teachers. On the other hand, it was found that job satisfaction was positively correlated with the ‘age of
respondent’ (r= 0.092; p<0.01)><0.05).
The Causal Relation Between Job Attitudes and PerformanceA .docxmamanda2
The Causal Relation Between Job Attitudes and Performance:
A Meta-Analysis of Panel Studies
Michael Riketta
Aston University
Do job attitudes cause performance, or is it the other way around? To answer this perennial question, the
author conducted meta-analytic regression analyses on 16 studies that had repeatedly measured perfor-
mance and job attitudes (i.e., job satisfaction or organizational commitment). The effect of job attitudes
on subsequent performance, with baseline performance controlled, was weak but statistically significant
(� � .06). The effect was slightly stronger for commitment than for satisfaction and depended negatively
on time lag. Effects of performance on subsequent job attitudes were elusive (� � .00 across all studies),
which suggests that job attitudes are more likely to influence performance than vice versa.
Keywords: job satisfaction, organizational commitment, performance, organizational citizenship behav-
ior, meta-analysis
Few topics in industrial and organizational psychology have
received as much attention as has the relation between job attitudes
and performance (e.g., Brief & Weiss, 2002; Judge, Thoresen,
Bono, & Patton, 2001; Meyer & Allen, 1997; Mowday, Porter, &
Steers, 1982; Staw, Sutton, & Pelled, 1994). Numerous meta-
analyses (e.g., Cooper-Hakim & Viswesvaran, 2005; Harrison,
Newman, & Roth, 2006; Judge et al., 2001; Meyer, Stanley,
Herscovitch, & Topolnytsky, 2002; Riketta, 2002) have demon-
strated that positive job attitudes, such as commitment and satis-
faction, are accompanied by better work outcomes. Although the
existence of positive correlations is well established, the causal
relationship between job attitudes and performance is still unclear.
Do job attitudes increase performance? Is it the other way around?
Or are the frequently observed correlations between job attitudes
and performance spurious (e.g., due to common causes)? The vast
majority of empirical studies on job attitudes and performance are
mute on these issues because of their cross-sectional designs. The
same is true of the aforementioned meta-analyses. Thus, the long-
standing debate about the causal relationship between job attitudes
and individual performance (e.g., Harrison et al., 2006; Judge et
al., 2001; March & Sutton, 1997; Organ, 1977; Schwab & Cum-
mings, 1970) is far from being resolved.
The goal in this article is to contribute to this debate by provid-
ing the most controlled (to date) meta-analytic test of causal links
between job attitudes and performance. This article is built around
a meta-analysis of panel studies on these two constructs. These
studies permit the extent to which job attitudes predict perfor-
mance to be disentangled from the extent to which performance
predicts job attitudes. In this article, meta-analytic regression anal-
ysis is applied to the aggregated correlations to estimate the unique
effect of job attitudes on performance (with baseline performance
controlled) and the unique ef.
1. Which of the following sentences describe a child functioning a.docxrobert345678
1. Which of the following sentences describe a child functioning at the metalinguistic level? Select all that apply.
a. When asked whether “cat” and “cow” start with the same sound, the child says, “meow” and “moo.”
b. When asked to supply two words that rhyme with “sheep,” the child says, “keep” and “leap.”
c. A child says, “Little Bo Peep has lost her sheep.”
d. When asked to identify the first sound in “cow,” the child says, “/k/”.
2. A child is asked what words rhyme with “moose” and says, “goose, loose, juice”; the child also supplies rhyming nonsense words like “woose, toose, foose.” About how old is this child, most likely?
a. 2–3 years old
b. 3–4 years old
c. 4–5 years old
d. 5–6 years old
3. Of the following tasks, which two are the most challenging?
a. Select the picture that does not belong from a set showing a cat, a bat, and a bird.
b. Select the two pictures that go together from a set showing a mouse, a house, and a blanket.
c. Name words that rhyme with “book” and tell whether each is a real or a nonsense word.
d. Tell whether the word “brush” rhymes with “drink” and whether “gold” rhymes with “hat.”
4. Of the following tasks, which is the most challenging?
a. Correctly answering the question, “Do ‘monkey’ and ‘mouse’ start with the same sound?”
b. Segmenting the phonemes in the words “d – o – t,” “d – r – i – p,” and “f – l – a – p.”
c. Segmenting and clapping the syllables in “moun – tain” and “dra – gon – fly.”
d. Blending the initial sound and rest of the word in “j – uice” and “c – ookie.”
5. Which of the following activities introduced in this session can be adapted to any linguistic level? Select all that apply.
a. “Which word weighs more?”
b. “Robot Reporting”
c. picture puzzles
d. “I Spy”
e. “bouncing” sounds
2
Stress and Behavioral Factors That Inhibit Work and Home Satisfaction
Isilena Lebron
Research Methods I PSY-530-MPOL1
Dr. Goldstien
11/27/22
Abstract
The purpose of this study is to explore stress and behavioral factors that impact work and life satisfaction among employees from diverse workforces. In this study, the goal is to identify stressors or behavioral factors through a survey to help find an intervention that can increase work-life satisfaction and job performance. The results help employers know which factors prevent employees from achieving home satisfaction in activities outside of work so that they improve work and life satisfaction for their employees. This also helps employees find a balance so they can do a better job at work and complete satisfying tasks at home.
Stress and Behavioral Factors That Inhibit Work and Home Satisfaction
For many employees, it can be tough to maintain a healthy balance between their work life and home life. The easiest way to discover a common factor that most employees may face is by conducting a quick survey about their difficulties at both locations. To create a work-life balance, interventions can be o.
Job Satisfaction and Perceived Self-Efficacy among Greek Nursesinventionjournals
Aim: The aim of this study is to evaluate job satisfaction and perceived self-efficacy of nurses working in a general hospital in Greece. Background: Most people spend a considerable part of their lifetime working. Work and social life form a whole by being interconnected and also give each other meaning. For this reason, job satisfaction becomes important for all professions. Methods: A quantitative, cross-sectional, and descriptive research design was used in this study. Data were collected using the Minnesota Job Satisfaction Scale, the General Perceived Self-efficacy Scale and a demographic questionnaire. Results: The study sample was composed of 101 participants. We found that a positive significant relationship between job satisfaction, liking one’s job, salary, and choosing the department to work where one works. There was no significant difference between perceived self-efficacy and job satisfaction in our sample of Greek nurses. Conclusion: Further studies should be carried out in different countries with larger samples and different nursing specialties to shed light on nurses’ job satisfaction. Implications for nursing management: The obtained findings show that nursing managers should try to provide these factors related to working conditions in order to improve job satisfaction.
Frische luft- Der Frühling 221- Presentation in German for B2.2 levelIsha Sanjiv Punalekar
This is my first attempt at making a presentation in German. For the oral examination of B2.2 level, i.e. 5th level in German Language Training at Goethe Institut, Max muller Bhavan, I have prepared this. The topic was to represent an imaginary company, product or service. In this PPT- I have represented a company producing air ventilating devices & then have explained their new Model of Air conditioner- Der Frühling 221.
Feedback / Comments/ Suggestions for improvement are welcome. :)
2. Introduction
What makes people like or
dislike their jobs?
o Environmental perspective
o Personality perspective
o Interactionist perspective of Person-job fit
4. Job
Characteristics
refer to job content and nature of job tasks themselves.
Only a few characteristics studied as contributors
Hackman and Oldham’s (1976) – job characteristics
theory
5 important characteristics-
Skill variety
Task identity
Task significance
Autonomy
Task feedback
combined these five core characteristics- define scope
and challenge of a job.
1. high scope-job satisfaction
2. low scope-boredom and dissatisfaction
5. Research studies
Fried and Ferris(1987)- meta-analysis of studies
relating the Hackman and Oldham characteristics to
global satisfaction.
Correlations ranged from .20 for task identity to.45
for job scope.
Limitation- job characteristics assessed with
questionnaire given to employees themselves.
Merely demonstrating the correlation does not mean
that one necessarily causes the other.
More evidence necessary.
Job characteristic Mean correlation
Skill variety .29
Job feedback .29
Autonomy .34
6. 1.Different methodologies
not always supportive of the idea that five job
characteristics lead to job satisfaction.
Spector and Jex(1991)-both questionnaire and
job analysis techniques in a sample of
employees who represented a wide range of jobs.
Questionnaire measures of job characteristics
correlated with job satisfaction but job analysis
data did not.
7. 2.Quasi experimental field
studies
support for at least a short term effect of job
characteristics on job satisfaction.
1.Holman et al.(2010)- individual whose jobs had
core characteristics- job satisfaction improved
over a period of 9 months.
2.Griffin(1991)-similar quasi-experiment-
increasing levels of core characteristics-
increased job satisfaction.
Job satisfaction returned to the level found before
the change in jobs by the time of a 2 year follow
up.
Changes in job satisfaction may be short-lived.
8. 4.Comparison of pay and pay
satisfaction
across different jobs- little or no correlation
Spector(1985)- mean correlation of only .17
between salary level and pay satisfaction in three
heterogeneous samples.
Rice et al.(1990)- .50 correlation between pay and
job satisfaction in a sample of mental health
professionals holding the same jobs.
Pay satisfaction- affected by how an individual’s
salary is compared to those of others in the same job.
Cohen-Charash and Spector(2001)- Distributive and
procedural justice strongly correlated with pay
satisfaction with correlation of .58 and .45
respectively.
9. 3.Generalizability of results across
countries
Relation between employees’ reports of their job
characteristics and job satisfaction-consistent across
samples in the united states and other countries but.
not universally.
Pearson and Chong(1997)-
1. unable to find same results in Malaysia- unrelated
in a sample of nurses.
2. Collectivistic Asian culture-more important to
focus on relationships among coworkers and
supervisors.
Results in more developed and westernized Hong
Kong quite similar to those in United states.
Careful about generalizing results from one country
to another country.
10. Pay
associated strongly with global satisfaction but
even more strongly with the facet of pay
satisfaction.
Brasher and Chen(1999)- surveyed recent
college graduates.
level of starting pay related more strongly to pay
satisfaction (correlation = .36) than to global
satisfaction (correlation= .17)
• fairness or equity more important
determinant(Williams et al. 2006)
11. Justice
Perceptions of fairness- important determinant of people’s
behavior and reactions to work.
Distributive Justice and Procedural Justice- both linked to
both global and facet job satisfaction.
Cohen-Charash and Spector(2001)-
Meta-analysis-
1. Overall job satisfaction
2. Facet satisfactions of pay
3. Supervisor satisfaction
4. Nature of work satisfaction
correlate significantly with both the forms of justice.
Pay satisfaction-Distributive justice more important
Supervisor satisfaction-Procedural justice more
important
14. PERSONALITY
Hawthorn studies – Chronic Kickers –
continually complain about job .
Job satisfaction of employers correlated across 5-
year time span . (Bowling,Beehr and Lepsito
2006 )
Job environment as well as personality is
important . (T. Newton and Keenan 1991 )
Dorman and Zapf (2001) conducted a meta-
analysis of such studies showing that job
satisfaction is far more stable over time when
people remain on the same job (mean correlation
.42) than when they change jobs (mean
correlation .18 )
15. Relevant Personality Traits
Negative Affectivity – tendency for an individual to
experience negative emotions .
Watson,Pennebaker and Folger (1986) extended
NA idea to workplace – some people just dwell on
negative aspects of life .
This idea is supported by Conolly and
Visweswaran (2000) who conducted meta-
analysis of 27 studies found that mean correlation
between NA and job satisfaction of -27 .
16. Locus Of Control
INTERNALS – people
who believe that they
control reinforcements
.
Spector (1982) higher
job performance
results in more
satisfaction with their
jobs . Individuals who
perform better might
be better rewarded
and thus like their jobs
better .
EXTERNALS –
people who believe
luck , fate or powerful
others control
reinforcements .
Watson et al. (1986)
externals with high NA
perceives and
experiences job
negatively .
Personality might also be related to job choice
17. GENDER
Most studies have compared men and women in
their global job satisfaction and found few
differences .
Meta-analytic studies involving multiple samples
and thousand of employees have failed to find
gender differences .
Greenhaus,Parasuraman and Wormley (1990)
found no significant gender differences even
though the distribution of jobs was not the same
in their sample for both genders .
18. AGE
Legislation has made age discrimination illegal .
Siu,lu and copper (1999) have shown that older
workers are more satisfied with their jobs than
younger workers . These studies found curvilinear
relation between age and job satisfaction .
One factor is tenure on job – job satisfaction is
high at the time of hiring and then declines after
initial honeymoon period .
Job satisfaction will increase perhaps as
employees adjust to working life .
19. Cultural and Ethnic Differences
Large organizations frequently have facilities in
multiple countries and employ people from
different cultures .
Studies shown that black employees have slightly
lower satisfaction than white employees.
Differences in other variables – Greenhaus et
al.(1990) reported that blacks had lower mean
performance ratings than whites thus leading to
lower job satisfaction.
Soners and Birnbaum (2001) studies black and
white employees of a hospital and found that
there were no differences between them in
demographic variables and type of work.
20. PERSON JOB FIT
Job satisfaction will occur when there is a good
match between the person and the job.
The difference between having and wanting
represents the amount of fit of person to job.
Verquer,Beehr and Wagner (2003) conducted a
meta-analysis of 21 person-job fit studies and
found that various measures of fit were correlated
with job satisfaction.
Interaction of specific person and job variables in
predicting job satisfaction
Gender has moderated the relation between the
job condition and job satisfaction .
21. Growth need strength(GNS)
Hackman and Oldham’s(1976) theory
A person’s desire for satisfaction of higher order
needs, autonomy and achievement.
Meta-analyses- It moderates the relation between
job characteristics and job satisfaction. (Loher et
al. 1985)
Correlation between these two variables greater-
individuals who are high in GNS.