Job Satisfaction in Organizational Psychology

Job Satisfaction in Organizational Psychology Job satisfaction can be known to some people as an important element in their lives. If an individual is unhappy with their occupation it may affect other parts of their life. Job satisfaction can be seen in what one wants in a job as to what one has in their current job. Definition of Job Satisfaction Job satisfaction can be defined as an attitude or feeling one can have toward ones job. Job satisfaction is “the extent to which people like (satisfaction) or dislike (dissatisfaction) in their jobs. Spector 1997) One of the biggest studies in job satisfaction was the Hawthorne studies which were credited to Elton Mayo in the year’s nineteen twenty-four to nineteen fifty-three. Elton Mayo was from Harvard Business School who sought to find the effects of various conditions focusing on workers’ productivity. His study showed that changes in work conditions temporarily increased productivity which is also known as the Hawthorne Effect. Some individuals may form an attitude towards their jobs by taking into account their feelings, beliefs and behavior.

All these different factors can affect ones job satisfaction Example of Organizational Socialization and Job Satisfaction A great example of how organizational socialization goes a long way in ensuring job satisfaction is in the United States military. When a person decides to join any branch of the military there is a process in becoming a soldier. The organizational socialization that the military subjects the future soldiers to may be different than what goes on in the civilian world or any standard organization. Boot camp is the training that all soldiers must partake in and pass in order to become a soldier.

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Boot camp is where the United States will teach the individual civilians the behaviors, skills, functions, values, culture, and roles that must be learned before one can be considered a soldier (McKittrick, 1984). Once boot camp has been completed and the soldier has passed both the physical and mental requirements, then this will have a major influence on the performance of the soldier (McKittrick, 1984). Completion of the formal socialization or boot camp will increase productivity, increases self assurance, self worth, self esteem, oyalty, and job satisfaction (McKittrick, 1984). The better and faster that a soldier or any new hire is socialized then in turn will have a trickledown effect and the higher level of organizational socialization will lead to higher levels of job satisfaction. Higher job satisfaction will then lead to higher retention by the company, thus saving the company or in this case the government money by decreasing turnover (McKittrick, 1984). For this reason the government normally offers cash bonuses to soldiers who wish to re-enlist in the military for.

Explain the impact that organizational socialization has on job satisfaction? The impact of organizational socialization has on job satisfaction is factored on job performance. If an individual is not satisfied with the organizations core role, the individual will rebel when not given the proper answers to the demand. Organizations base performance results on individual workload. Workload is commonly known as the work given to an individual at a certain time frame. Workload can also be defined as a stress carrier and if the quantitative workload is not distribute properly.

Organizational socialization is in charge of complying properly with the individuals needs to avoid issues as occupational stress (Jex, 2008). Motivation is the key to understanding and fulfilling the individual’s necessitations. Job satisfaction is impacted personal issues when in time can accumulate and develop stress. The individual’s performance includes well being, motivation, and encouragement. Each organization hires different ethnicities, different cultures, and unique individuals. The organizational socializations goal is to find the key to each individual and promote job satisfaction.

A goal setting atmosphere is preserved to the gravity of job satisfaction. When the individual has no motivation for success and looses interest in the commitment to the organization; results of failure in organization socialization (Jex, 2008). Job satisfaction comes from understanding the importance in commitment of the organization. Organizational socialization impacts the satisfaction and well being of the individual. The impact the individual leaves on the company’s success is the result of the job satisfaction of the organizations member. Commitment is the key of the organization.

Motivation is what drives the individual to keep the company growing. The job satisfaction of the individual is the result of organizational socialization. Relationship between Organizational Commitment and Job Satisfaction The relationship between organizational commitment and job satisfaction is significant. Job satisfaction can be defined as the extent to which people like or dislike their jobs and organization commitment is a psychological state that determines the employees relationship with the organization and can determine how long an employee will stay with an organization.

Researchers have determined there are three types of focuses that determine types of organizational commitment; affective, continuous, and normative. Affective commitment is the employee’s perception of how they feel about their organization and how they identify with their organization. Continuous commitment is the cost that employee feels that will be made is they stay or leave an organization. Normative commitment is the level of commitment an employee feels towards their organization. Job satisfaction is one of the most frequently measured organization variables.

Organizations use these measurements to determine how satisfied their employees are and researchers use this information to determine if the job satisfaction or the lack of job satisfaction is a situational perspective or interactional perspective. Organizational commitment is critical to organizations due to the desire to retain a strong workforce. Organizations want to know why employees stay or leave their organizations so if correction is needed they have some tools to proceed with the correction. High turnover of employees in an organization can determine if an organization is successful or not.

While turnover is related to all three areas of commitment researchers have determined that Affective commitment is one most associated with absenteeism and organizational citizenship (Williams J. 2004). Example on Organizational Commitment to Positively Impact Job Satisfaction At times employees go to work each day knowing they have to complete the daily task of doing so. Some individuals may not like their current job or what occupation they currently hold for one reason or another. At times, it may not be the fact they may not like their job, but the working conditions, policies or even the people they make work with.

Job satisfaction and organizational commitment are two of the most important roles people live with each and every day. Both may and can impact and individual’s relationship whether it may be at work and dealing with family issues and may affect them with work depending the outcome of work situations and/or issues. In order for an employee to be able to be content and provide and excel in excellence in their daily job duties, some employers may suggest incentives. They may provide bonuses or time off for some employees doing well. This may help the employee keep doing better by working hard so they may receive the incentive.

Some employers may offer alternate work schedules. This can help employees complete daily task and balance work with personal life so one may not interfere with the other. “Organizational commitment is a psychological state that (a) characterizes the employee’s relationships with the organization and (b) has implications for the decisions to continue membership in the organizations. ” (Meyer and Allen 1994) This basically states if employees are happy working with the organization they will do well and if the employee is not happy with the organization it can affect the way they perform their daily duties for the organization.

Some employers provided assistance with counseling in case an employee is having trouble or personal issues they may be dealing with that maybe affecting their job duties. This may help the employee resolve or take care of personal issues so they may feel up to par to continue with their work. The way on organization deals with policies and or rules and enforces them may also affect the way there employees are working. Employers may also have frequent meetings or mediation gatherings to ask employees opinions on what may be working or what may need to change to better employee’s production.

They may also provide different types of training to ensure all employees are taught the same and may be on the same page as everyone else and upper management. Job satisfaction is an important factor to think about since work is one of the main functions people all around the world experience each and every day. If one is satisfied performing their job duties each and every day they will work well and even improve some regular job functions. References Williams J. 2004), Job Satisfaction and Organizational Commitment, Sloan Work and Family, Research Network, Boston College, ttp://wfnetwork. bc. edu/encyclopedia_entry. php? id=244 Source: Jex, S. M, & Britt, T. W. (2008) Organizational Psychology. A Scientist-Practitioner Approach. Second Edition. Retrieved from uop McKittrick, R. B. (1984). An Analysis of Organizational Socialization in the Marine Corps. Retrieved from http://www. globalsecurity. org/military/library/report/1984/MRB. htm Herzberg, F. (1968). One more time: How do you motivate employees? Harvard Busines

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