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Job satisfaction is one of the most researched variables in the area of workplace psychology [1] , and has been associated with numerous psychosocial issues ranging from leadership to job design [2]. This article seeks to outline the key definitions relating to job satisfaction, the main theories associated with explaining job satisfaction, as well as the types of and issues surrounding the measurement of job satisfaction. While it is also important to explore what factors precede and are impacted by job satisfaction, this is covered in a separate article.
Job satisfaction can be simply defined as the extent by which an individual is fulfilled with his/her job. There is no one definition that sums up job satisfaction. Crudely defined, job satisfaction refers to “the degree to which people like their jobs” (Spector, 1997). Scholars use the concept to show a combination of employee feelings towards the different facets of job satisfaction such as the nature of the work itself, level of pay, promotion opportunities, and satisfaction with co-workers (Schermerhorn et al., 2005). Many factors can contribute and affect job satisfaction levels by which some can be related to the individuals, the work itself or the management. Many researchers dedicated their efforts towards formulating a method that would help understanding the mechanism of job satisfaction. The importance of the job satisfaction relies on the fact that the lack of satisfaction can lead to unfavourable outcomes such as employee turnover. This can in turn affect the structure of the organization negatively.
International Journal of Occupational Safety and Ergonomics, 1999
School of Business Discussion Papers, 1998
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