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 Job Satisfaction

Definition
A pleasurable, positive emotional state resulting
from the appraisal of one’s job or job experience
Measuring Job Satisfaction
 Measuring Job Satisfaction

Standard Measures
• Global measures
Job Diagnostic Survey (JDS: general)
Faces
Job Descriptive Index (JDI: Work-in-general)

• Facet Measures
Job Descriptive index (JDI: original)
Minnesota Satisfaction Questionnaire (MSQ)
Job Diagnostic Survey (JDS: facet)

Note. Standard measures of job satisfaction generally focus

on the cognitive or affective evaluation of a job.
 A General Model of
Job Satisfaction
Antecedents Job Satisfaction Consequences
Situational Characteristics
Personal Characteristics
Person x Situation Interaction
Organizational outcomes
Performance
Attendance
Retention
Personal Outcomes
Quality of work life
Quality of life
Health and well-being
Theoretical
Perspectives
 1.Situational Perspective
Job satisfaction is a reaction to the situation (e.g., Herzberg’s
concept of job enrichment)
Job satisfaction is influenced by the reactions of others (e.g.,
Salancik & Pfeffer social information processing theory)
2.Person Perspective
Satisfaction is influenced by personal dispostions (e.g., Staw &
Ross, 1985; Arvey et al., 1989; Ilies & Judge, 2003)
3.Person-Situation Interaction Perspective
Satisfaction is a joint function of the person and the situation (e.g.,
Locke’s (1976) value theory; Loftquist & Dawis’s (1969) theory of
work adjustment)
Job Satisfaction and
Job Performance
 Hypothesis
“Satisfied workers are productive workers.”

Empirical Evidence
Narrative Reviews
Brayfield & Crockett (1955) -- "no appreciable
relationship"
Locke (1976) -- "job satisfaction has no direct effect
on productivity"
 Empirical Evidence

Meta-analyses
1.Vroom (1964) -- median r = .14
2. Iaffaldano & Muchinski (1985) -- sample weighted
r = .17
3.Podsakoff & Williams (1986) -- corrected r = .21
4. Judge et al. (2001) – corrected r = .30 (.52 for
complex jobs)
 Discussion Question
Why is the correlation between job satisfaction and
performance so weak?

Possible Answers
1. Job satisfaction is just one of many
contributing factors – see Theory of Planned
Behaviour to illustrate
 Discussion Question
Why is the correlation between job satisfaction and
performance so weak?

Possible Answers
2. Problems with the measurement of job satisfaction
• problem predicting specific behaviour from global
attitudes
• Differential relevance of various facets of satisfaction
 Discussion Question
Why is the correlation between job satisfaction and
performance so weak?

Possible Answers
3. Problems with the measurement of job
performance
• Organ (1977): satisfaction should be a better measure
of extra-role (OCB) than in-role performance
• Bateman & Organ (1981): r = .41 with OCB
Job Satisfaction and
Absenteeism
 Hypothesis
Satisfied workers will attend more regularly
Empirical Evidence
Meta-analyses report correlations between -.15 and -
.25 (e.g., Hackett & Guion, 1985; Scott & Taylor,
1985)
Potential Explanations
1. Problems with the measurement of absenteeism (e.g.,
voluntary vs. involuntary)
2. Satisfaction is one of many factors influencing
attendance (see Steers & Rhodes’ model)
Job Satisfaction and Turnover
 Hypothesis
Satisfied workers should be less likely to leave
Empirical Evidence
Meta-analyses report correlations between -.20 and -.30
(e.g., Griffeth et al., 2000; Lee et al., 1999; Tett &
Meyer, 1993)
Potential Explanations
1. Problems with the measurement of turnover (e.g.,
voluntary vs. involuntary)
2. Satisfaction is one of many factors influencing turnover
(see Hom & Griffeth, 1991, model)
 Summary
• Job satisfaction is an attitude that can affect work
behaviour and personal well-being
• Job satisfaction can be enhanced by:
Improving work conditions (job, role, relationships,etc.)
Selecting those who:
Are predisposed to be satisfied
Fit with the job, culture, role, etc.
• Job satisfaction has modest but meaningful effects
on performance, attendance, retention etc.
Effects are strongest for “volitional” behaviour (e.g.,OCB, voluntary
absence, voluntary turnover)