What is "Satisfaction"? Satisfaction means the simple feeling of attainment of any goal or objective. What do you understand by "Job Satisfaction"? Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation to work. It is not the self-satisfaction, happiness or self-contentment but the satisfaction on the job. Job satisfaction relates to the total relationship between an individual and the employer for which he is paid. What does "Job Dissatisfaction" say? Job dissatisfaction brings an absence of motivation at work.

1. Job Satisfaction

2.  Introduction
 Importance of job satisfaction
 Determinants of job satisfaction
 Models of job satisfaction
 Measuring job satisfaction
 Link of job satisfaction to on-job performance
 References

3.  Many scholars define job satisfaction
from different perspectives and variables.
 It is any combination of psychological,
physiological, and environmental
circumstances that cause a person to
truthfully say that they are satisfied with a
job.
 In simple terms, it represents set of all
favorable and unfavorable factors that
one’s associate with the job.
 It is an important determinant of turnover
and retention that impacts performance
and on-job productivity.

4.  For employees
◦ Good career growth and opportunities.
◦ Enhanced job stability
◦ Enhance in job performance and productivity.
◦ More appreciation and rewards with internal satisfaction.
 For employers
◦ Increase in efficiency of workplace.
◦ Higher employee loyalty leading to more commitment.
◦ Increase in job satisfaction with increase in revenue and profits for the
company.
◦ Higher employee retention.

5. The various determinants of job satisfaction are as follows:
Personal Factors
Age
Gender
Family background
Socio-economic background
Marital status
Personal characteristics
Organizational Factors
Supervisors
Work groups
Working conditions
Salaries and incentives
Promotional opportunities
Rewards and recognition
Work life balance
Job security

6. Herzberg’s Motivator-Hygiene Theory
 According to this theory, job satisfaction is determine by two factors:
◦ Motivational factors
◦ Hygiene factors
 Motivational factors:
◦ These factors are inherent to work.
◦ Motivates employees to accomplish their job and enhance their performance.
◦ Includes factors such as recognition, promotion and growth opportunities, job
responsibilities, and meaningfulness of work.
 Hygiene factors:
◦ These are factors that impacts motivational level of the employees.
◦ Though they don’t lead to satisfaction in long term, absence of same can lead to
dissatisfaction.
◦ Includes pay and compensation, policies, fringe benefits, working conditions, and work
interpersonal relations.
 This implies that company must stress upon guaranteeing the adequacy of the hygiene
factors to avoid employee dissatisfaction.

7. Equity Theory
 Proposed by behavioral psychologist John Stacey Adams in the year 1965.
 Involves balancing inputs and employee outputs that forms basis for long-
term association with employee and the employer.
 The employee’s input factors includes: time, effort, commitment, personal
sacrifice, skill, enthusiasms, loyalty, and trust in work and workplace.
 The output factors includes salary/ wages, job security, benefits, praise,
responsibility, and sense of achievement.
 These factors combine together can result in long-term job satisfaction.

8. Maslow’s Hierarchy of Needs
 According to this theory, every human needs form a five-level hierarchy
consisting of physiological needs, safety, belongingness/love, esteem, and
self- actualization.
 Fulfillment of these needs have huge impact on one’s satisfaction and
dissatisfaction.
 For instance, salary and compensation as well as healthcare needs if fulfilled
leads to attainment of physiological needs.
 Similarly, Safety needs can manifest itself through employees feeling
physically safe in their work environment, as well as job security.
 These needs when satisfied, lead to higher performance and productivity.

9.  The ways to measure job satisfaction are as follows:
◦ Employee satisfaction surveys:
 Can be done through use of structured questionnaire that includes
qualitative as well as quantitative aspects and factors.
 Helps to devise specific strategies that will help to improve employee
satisfaction.
◦ Employee satisfaction index (ESI):
 Measures the extent of job satisfaction with one’s job.
 The formula to measure the same is: ESI= (question mean value/ 3)-1/
9*100
 Measure employees’ overall satisfaction with their workplace, as well
as their satisfaction with specific aspects of their job
◦ Employee net promoter score (eNPS):
 Measures the attitude and feeling towards the company.
 Measures three factors: promoters, passives, and detractors.

10.  Many different studies and
articles show that employee
satisfaction is one of the strongest
predictors of long-term positive
company performance.
 High job satisfaction is also
linked to performance, which in
turn is linked to higher profits.
 Loyalty is another positive that
comes along with job satisfaction.
 Increase in efficiency of the
company and the workplace.
 Crucial for the success of the
company in the long term.

11.  Sarwar, S., & Abugre, J. (2013). The influence of rewards and job
satisfaction on employees in the service industry. The Business &
Management Review.
 Ewen, R. B., Smith, P. C., & Hulin, C. L. (1966). An empirical test of the
herzberg two-factor theory. Journal of applied psychology.
 Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor
& McClelland. A Literature Review of Selected Theories Dealing with Job
Satisfaction and Motivation.
 Wernimont, P. F. (1966). Intrinsic and extrinsic factors in job satisfaction.
Journal of applied psychology

12. Thank You