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Aziri B. 
 
JOB SATISFACTION: A LITERATURE REVIEW 
 
MANAGEMENT RESEARCH AND PRACTICE VOL. 3 ISSUE 4 (2011) PP: 77-86 
 
 
 
 
 
 
 
 
 

JOB SATISFACTION: A LITERATURE REVIEW 

 
 
 
Brikend AZIRI 
Faculty of Business and Economics, South East European University, Ilindenska 1200, Tetovo, Makedonia
b.aziri@seeu.edu.mk

Abstract 
Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their
employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of
workers, while the level of motivation has an impact on productivity, and hence also on performance of business
organizations.Unfortunately, in our region, job satisfaction has not still received the proper attention from neither
scholars nor managers of various business organizations.
Keywords: ​job satisfaction.

1. DEFINITION AND IMPORTANCE OF JOB SATISFACTION 

 
 
Despite its vide usage in scientific research,as well as in everyday life,there is still no general agreement
regarding what job satisfaction is. In fact there is no final definition on what job represents. Therefore before a
definition on job satisfaction can be givven , the nature and importance of work as a universal human activity
must be considered.

Different authors have different approaches towards defining job satisfaction. Some of the most commonly
cited definitions on job satisfaction are analysed in the text that folows.

Hoppock defined job satisfaction as any combination of psychological, physiological and environmental
circumstances that cause a person truthfully to say I am satisfied with my job (Hoppock, 1935). According to
this approach although job satisfaction is under the influence of many external factors, it remains something
internal that has to do with the way how the employee feels. That is job satisfaction presents a set of factors
that cause a feeling of satisfaction.

Vroom in his definition on job satisfaction focuses on the role of the employee in the workplace. Thus he
 defines job satisfaction as affective orientations on the part of individuals toward work roles wich they are
presently occupying (Vroom, 1964).
One of the most often cited definitions on job satisfaction is thr one given by Spector according to whome job
satisfaction has to do with the way how people feel about their job and its various aspects. It has to do with

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the extent to wich people like ore dislike their job. Thatswhy job satisfaction and job disstatisfaction can
appear in any givern work situation.

Job satisfaction represents a combination of positive or negative feelings that workers have towards their
work. Meanwhile, when a worker employed in a business organization, brings with it the needs, desires and
experiences which determinates expectations that he has dismissed. Job satisfaction represents the extent to
which expectations are and match the real awards. Job satisfaction is closely linked to that individual's
behaviour in the work place (Davis et al.,1985).

Job satisfaction is a worker’s sense of achievement and sucess on the job. It is generally perceived to be
directly linked to productitivty as well as to personal well-being. Job satisfaction implies doing a job one
enjoys, doing it well and being rewarded for one’s efforts. Job satisfaction further implies enthusiasm and
happiness with one’s work. Job satisfaction is the key ingridient that leads to recognition, income, promotion,
and the achevement of other goals that lead to a feeling of fullfillment (Kaliski,2007).

Job satisfaction can be defined also as the extent to wich a worker is content with the rewards he or she gets
out of his ore her job,particulary in terms of intrinsic motivacion (Statt, 2004).

The term job satisfactions refers to the attituted and feelings people have about their work. Positive and
favorable attitudes towards the job indicate job satisfaction. Negative and unfavorable attitudes towards the
job indicate job dissatisfaction (Armstrong, 2006).

Job satisfaction is the collection of feeling and beliefs that people have about their current job. People’s levels
of degrees of job satisfaction can range from extreme satisfaction to extreme dissatisfaction. In addition to
 having attitudes about their jobs as a whole. People also can have attitudes about various aspects of their
jobs such as the kind of work they do, their coworkers, supervisors or suborinates and their pay (George et
al., 2008).

Job satisfaction is a complex and multifaceted concept wich can mean different things to different people. Job
satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not
the same as motivaton. Job satisfaction is more of an attitude, an internal state. It could,for example,be
associated with a personal feeling of achievement, either quantitative or kualitative (Mullins, 2005).

We consider that job satisfaction represents a feeling that appears as a result of the perception that the job
enables the material and psychological needs (Aziri, 2008).
Job satisfaction can be considered as one of the main factors when it comes to efficiancy and effectiveness of
business organizations. In fact the new managerial paradigm wich insists that employees should be treated
and considered primarily as human beans that have their own wants,needs,personal desires is a very good

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indicator for the importance of job satisfaction in comtemporary companies. When analysing job satisfaction
the logic that a satisfied employee is a happy employee and a happy employee is a sucesful employee.

The importance of job satisfaction specially emerges to surface if had in mind the many negative
consequences of job disstisfaction such a lack of loyalty,increased abstenteism, increase number of
accidents etc. Spector (1997) lists three important features of job satisfaction. Firts, organizations should be
guided by human values. Such organizations will be oriented towards treating workers fairly and with respect.
In such cases the assesment of job satisfaction may serve as a good indicator of employee effectiveness.
High levels of job satisfaction may be sign of a good emotional and mental state of employees. Second, the
behaviour of workers depending on their level of job satisfaction will affect the functioning and activities of the
organization's business. From this it can be concluded that job satisfaction will result in positive behaviour and
vice versa, dissatisfaction from the work will result in negative behaviour of employees. Third, job satisfaction
may serve as indicators of organizational activities. Through job satisfaction evaluation different levels of
satisfaction in different organizational units can be defined, but in turn can serve as a good indication
regarding in which organizational unit changes that would boost performance should be made.
 Christen, Iyer and Soberman (2006) provide a model of job satisfaction presented in Figure 1 in wich the
folowing elements are included:

Job related factors,

Role perceptions,

Job performance and

Firm performance.

Job performance

+ Firm performance

Job factors

+
+

- Problems with role

perceptions

Job satisfaction
 F​IGURE ​1 - C​HRISTEN​, L​YER AND ​S​OBERMAN MODEL OF JOB SATISFACTION ​(C​HRISTEN ET​, 2006)

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Lawler and Porter (1967) give their model of job satisfaction wich unlike the previous model places a special

importance on the impact of rewards on job satisfaction, Figure 2.

Intrinsic rewards

Perceived equitable rewards

Job satisfaction

Extrinsic rewards

F​IGURE ​2 - L​AWLER​’​S AND ​P​ORTER​’​S MODEL OF JOB SATISFACTION ​(L​AWLER AND ​P​ORTER​, 1967)

According to this model the intrinsic and extrinsic rewards are not directly connected with job
satisfaction,because of the employees perceptions regarding the deserved level of pay.

Locke and Latham (1990) provide a somewhat different model of job satisfaction. They proceed from the
assumption that the objectives set at the highest level and high expectations for sucess in work provides
achevement and sucess in performing tasks. Sucess is analysed as a factor that creates job satisfaction. This
 model is presented in Figure 3.

Moderating factors

Specific high
goals

High expectancy self-efficiency

Mediating mechanisms

High performance

Rewards

Commitment to the goals of the organization

Satisfaction and anticipated

F​IGURE ​3 - L​OCKE AND ​LA​ THAM MODEL OF JOB SATISFACTION ​(L​OCKE AND ​L​ATHAM​, 1990)

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2. FACTORS OF JOB SATISFACTION 
 
 
Job satisfaction is under the influence of a series of factors such as:The nature of work, Salary,
Advancement opportunities, Management,Work groups and Work conditions.

A somewhat different approach regarding the factors of job satisfaction is provided by Rue and Byars, Figure 4.

- Manager’s concern for people

- Job design (scope,depth,interest,perceived value)

 - Compensation (external and internal consistency)

- Working conditions

- Social relationships

- Perceived long-range opportunities

- Perceived oppurtunities elsewhere

- Levels of aspiration and need achievement

Job satisfaction/dissatisfaction

Turnover, absenteeism,
tardiness, accidents,
strikes,
grievances, sabotage etc.

F​IGURE ​4 D​ETERMINANTS OF SATISFACTION AND DISSATISFACTION ​(R​UE AND ​B​YAES​, 2003)

When talking about factors of job satisfaction the fact that they can alo couse job dissatisfaction must be
kept in mind. Therefore the issue weather job satisfaction and job dissatisfaction are two opposite and
excudable phenomena? There is no concensus regarding this issue among authors. Herzberg’s Two Factor
Theory is probably the most often cited point of view. In fact the main idea is that employees in their work
environment are under the influence of factors that cause job satisfaction and factors that cause job
dissatisfaction. Therefore al factors that have derived from a large empirical research and devided in factors
that cause job
satisfaction (motivators) and factors that cause job dissatisfaction (hygiene factors), Table
1.

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T​ABLE ​1 - J​OB SATISFACTION FACTORS (​ H​ERZBERG​, 1976)
Hygiene factors  Motivators 
 
Company policies Achievement

Supervision Recognition

Interpersonal relations Work itself

Work conditions Responsibility

Salary Advancement

Statuse Growth

Job security

3. MEASURING JOB SATISFACTION 

 
 
Usualy job satisfaction is measured by using general scientific research methods such as the questonaire.
Some of the most commonly used techniques for measuring job satisfaction include:

Minnesota satisfaction questonaire and

Job description index

The Minnesota Satisfaction Questonaire is a paper-pencil type of a questonaire and can be implemented both
individualy and in group, but it does not take sex differences into consideration. This questonaire has one
short form and two long forms that date from 1967 and 1977. In fact 20 work features in five levels are
measured with this questonaire. Responding to this questonaire usually takes between 15-20 minutes.

The 1967 version of the Minessota Satisfaction Questonaire uses the folowing response categories:

Not satisfied,

Somewhat satisfied,

Satisfied,

Very satisfied and

Extremely satisfied.

The 1977 version of the Minessota Satisfaction Questonaire uses the folowing response categories:
 Very satisfied,

Satisfied,

Neither satisfied nor dissatisfied,

Dissatisfied and

Very dissatisfied.

If compared its obvious that in a way the 1977 version of this questonaire is more balanced compared to the

1967 version. This questonaire the folowing aspects of job:

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Achievement

Activity

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Advancement

Authority

Company Policies

Compensation

Moral Values

Creativity
 Independence

Security

Social Service

Social Status

Recognition

Responsibility

Supervision-HumanRelations

Supervision-Technical

Variety

Working Conditions

The Job Description Index is one of the most videly used techniques for measuring job satisfaction. It is a
simple and easily applicable method. The measurement of strength and weakness within each factor are a
sign as in wich field improvement and changes are neceseary.

This questonaire alows acqquisition of information on all major aspects of work and takes sex differences into
consideration. This questonaire was first introduced in 1969 and it measures five major job satisfaction
aspects with a total of over 70 potential job descriptions.

The factors considered by the job description idex are:

The nature of work,

Compensation and benefits,

Attitudes toward supervisors,

Relations with co-workers and

Opportunities for promotion.

Descriptors on each of the five factors can be evaluated with three potenctial options by the employees: 1
wich means that the description is relevant, 2 wich means that the description is not relevant and 3 that
means that the employee does not have an opinion.

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One of the oldest approaches to measure job satisfaction is the degree of facial expressions presented by
Kunin, Figure 5. Perhaps this is the simplest form of job satisfaction measurement. In fact according to this
approach several facial expressions are presented to the employee and he should put a check underneath
the expresion that decribes his feeling and opinion the best.

Put a check under the face that expresses how you feel about your job in general, including the
work, the pay, the supervision, the opportunities for promotion and the people you work with.
F​IGURE ​5 – F​ACIAL EXPRESSIONS PRESENTED BY ​K​UNIN

4.  EFFECTS  OF  JOB 

SATISFACTION 
 
 
Job satisfaction causes a series of onfluences on various aspects of organizational life. Some of them such
as the influence of job satisfaction on employee productivity, loyalty and abstenteism are analysed as part of
this text.

The proponderance of research evidence indicates that there is no strong linkage between satisfaction and
productivity. For example a comprehesive meta-analysis of the research literature finds only a.17 best-
estimate correlation between job satisfaction and productivity . Satisfied workers will not necessearily be the
highest producers. There are many possible moderating variables , the most important of which seems to be
rewards. If people receive rewards they feel are equitable , they will be satisfies and this is likely to result in
greater performance effort. Also, recent research evidence indicates that satisfaction may not necessarily
lead to individual performance improvement but does lead to departamental and organizational level
improvements. Finally there is still considerable debate weather satisfaction leads to performance or
performance leads to satisfaction (Luthans, 1998).

Employee loyalty is one of the most significant factors that human resource managers in particular must
have in mind. Employee loyalty os usualy measured with the Loyalty Questonaire and can cause serious
negative consequences when not in a high level.

Usualy three typs of employee loyalty are considered: affective loyalty, normative loyalty and continuity
loyalty. Affective loyalty has do with the cases when an employee feels an emotional connection to the
company, normative loyalty is a sort of loyalty that appears in cases when the employee feels like he ows
something to the comapny and continuity loyalty comes as a result of the fact that the employee does not
 have an opportunity to find a job somewhere
else.

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Research conducted by Vanderberg and Lance (1992) during wich they surveyed 100 profesionists in the
information services for five months showd a strong relations between job satisfaction and employee loyalty.
Their research proved that the higher the degree of job satisfaction the higher is the level of employee loyalty.

Employee abstenteism causes serious aditional costs forcompanies, therefore managers are in permanent
persue of ways how to decrease and reduce it to its minimum. Probabbly, the best way o reduvce ameployee
abstenteism would be through a increase in the level of employee satisfaction. The main idea behind this
approach is that the higher the degree of job satisfaction is the lower employee abstenteism should be.

Even though the effects are modest the fact that job satisfaction contributes to decreasing the level of
employee abstenteism remaines. So satisfaction is worth payng attention to , especially since it is potentially
under your control – unlike some of the other causes of abstenteism (e.g. illness, accidents). But aswe said
circumstances caan alter this equation. As a manager you could be implicitly encouraging absteenteism by
inforcing company policies. If people are paid for sick days, and if they must be “used or lost” this is pretty
strong encouragement for employees to be absent. In other words, you’ve helped create a culture of
absteenteism that can overcome the “satisfaction” effect. (Sweney and McFarlin, 2005)

When satisfaction is high, abstenteeism tends to be low; when satisfaction is low, abstenteeism tends to be
high. However as with the other relationships with satisfaction, there are moderating variables such as the
degree to wich people feel their jobs are important. Additionally, it is important to remember that while high job
satisfaction will not necessarily result in low abenteeism, low job satisfaction is likely to bring about high
absenteeism.

5. CONCLUSIONS 
 
 
Job satisfaction represents one of the most complex areas facing today’s managers when it comes to
managing their employees. Although thousands of papers and research have been conducted on job
 satisfaction all over the world, in the Republic of Macedonia this is one of the least studied research fields.

Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of
workers, while the level of motivation has an impact on productivity, and hence also on performance of
business organizations.

There is a considerable impact of the employees perceptions for the nature of his work and the level of overall
job satisfaction. Financial compansation has a great impact on the overall job satisfaction of
employees .

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​ atisfaksioni nga puna dhe motivimi i punëtorëve, Tringa

Aziri, B. (2008). ​Menaxhimi i burimeve njerëzore, S
Design, Gostivar, , p. 46

Christen, M., Iyer, G. and Soberman, D. (2006). Job Satisfaction, Job Performance, and Effort: A
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Davis, K. and Nestrom, J.W. (1985). ​Human Behavior at work: Organizational Behavior​, 7 edition,McGraw
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Herzberg, H. F. (1976). ​Motivation-Hygiene Profiles,​ p. 20

George, J.M. and Jones, G.R. (2008). ​Understanding and Managing Organizational behavior​, Fifth Edition,
Pearson/Prentice Hall, New Yersey, p. 78

Hoppock, R. (1935). ​Job Satisfaction​, Harper and Brothers, New York, p. 47

Kaliski, B.S. (2007). ​Encyclopedia of Business and Finance,​ Second edition, Thompson Gale, Detroit, p. 446

Lawler, E.E. III and Porter, L.W. (1967). ​The Effect of Performance on Job Satisfaction​, Industrial Relations,
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 Locke, E.A. and Latham, G.P. (1990). ​A theory of goal setting and task performance​, Prentice Hall, p.4

Luthans, F. (1998). ​Organizational Behavior​, 8 Edition, McGraw-Hill/Irwin, Boston, p. 147

Mullins, J.L. (2005). ​Management and organizational behavior​, Seventh Edition, Pearson Education Limited,
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Rue, L.W. and Byars, L. (2003). ​Management, Skills and Application,​ 10 ed., McGraw-Hill/Irwin, New York, p.
259

Spector, P.E. (1997). ​Job satisfaction: Application, assessment, causes and consequences,​ Thousand Oaks,
CA,Sage Publications, Inc

Statt, D. (2004). ​The Routledge Dictionary of Business Management​, Third edition, Routledge Publishing,
Detroit, p. 78

Sweney, P.D. and McFarlin, D.B. (2005). ​Organizational Behavior, Solutions for Management​, McGraw-
Hill/Irwin, New York,p. 57

Sweney, P.D. and McFarlin, D.B. (2005). ​Organizational Behavior, Solutions for Management​, McGraw-
Hill/Irwin, New York, p. 57

Vanderberg, R.J. and Lance, Ch.E. (1992). Examining the Causal Order of Job Satisfaction and
​ ol.18, No.1, pp. 153-167
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Vroom, V.H. (1964). ​Work and motivation​, John Wiley and Sons, New York, p.99

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