Why Your Job Isn’t Making You Happier?
Introduction
In today’s society, working environment is so deeply interconnected with our daily life that job satisfaction becomes the necessary condition for one to be happy and contended. It is obvious that job satisfaction is connected with various personal and professional attitudes including commitment to the organization, involvement in work, setting for joint activities, and self-concept. Job satisfaction is a pleasant positive emotional state, resulting from the evaluation of an individual’s work or productive process, which is the feedback of the employees’ perception of how well the work provides important outcomes. In many organizations, job satisfaction is considered to be the most critical …show more content…
However, the opinions of various groups of people (young people and the elderly, men and women, workers and employees) about job satisfaction vary considerably (Adams 2013). Under loyalty, they understand the "attachment" to an organization that can be stimulated by various means. There can be a normative loyalty - attachment to the company due to a sense of duty to stay in the organization because of the pressure exerted on the employee by the circumstances and social norms, and also because of his psychological attitude towards compliance with these norms. Behavioral loyalty (loyalty to the calculation) - attachment of the employee to the organization due to the length of his experience and established organizational relations is another important factor. Finally, there is an affective loyalty (emotional loyalty) - attachment of the employee to the organization due to positive feelings from work and work environment and agreement with the goals, values and principles of the company. Employees with a pronounced need for self-realization tend to stay in the organization and work for it for good, if the organization provides them with opportunities to do what they like. Commitment depends on whether a person, working in this organization, can develop fidelity to himself, his beloved cause, his individual …show more content…
A. (2015). The effect of work environment on employees’ productivity. International Journal of Science and Research, vol. 4, iss. 5, pp. 1554-58.
American Institute of Public Opinion. (2017). Available from www.gallup.com. [Accessed 23 Nov. 2017].
Austin, R. D. (2013). Measuring and managing performance in organizations. Addison-Wesley.
Bakotic, D. (2016). Relationship between job satisfaction and organisational performance. Economic Research, 29(1), 118-130.
Bender, K.A., Donohue, S.M., Heywood, J.S. (2005). Job Satisfaction and Gender Segregation. Oxford Economic Papers, 57(3), 479–496.
Gemmel, P., Verleye, K. (2010). Emotional Attachment to a Hospital: Bringing Employees and Customers into the Engagement Zone. Journal of Applied Management and Entrepreneurship, 25.
Kabasheva I.A., Rudaleva I.A. (2014). Assessment of Material Job Satisfaction of Health Workers. 3 rd International Conference on Economics, Political and Law Science, 32– 41. Available from http://www.wseas.us/e-library/conferences/2014/Brasov/FINANCE/FINANCE-00.pdf. [Accessed 23 Nov. 2017].
Performance Management Systems. (2017). HR-Surveys. Retrieved from https://www.hr-survey.com/PerformanceManagement.htm [Accessed 28 Nov.
Introduction
In today’s society, working environment is so deeply interconnected with our daily life that job satisfaction becomes the necessary condition for one to be happy and contended. It is obvious that job satisfaction is connected with various personal and professional attitudes including commitment to the organization, involvement in work, setting for joint activities, and self-concept. Job satisfaction is a pleasant positive emotional state, resulting from the evaluation of an individual’s work or productive process, which is the feedback of the employees’ perception of how well the work provides important outcomes. In many organizations, job satisfaction is considered to be the most critical …show more content…
However, the opinions of various groups of people (young people and the elderly, men and women, workers and employees) about job satisfaction vary considerably (Adams 2013). Under loyalty, they understand the "attachment" to an organization that can be stimulated by various means. There can be a normative loyalty - attachment to the company due to a sense of duty to stay in the organization because of the pressure exerted on the employee by the circumstances and social norms, and also because of his psychological attitude towards compliance with these norms. Behavioral loyalty (loyalty to the calculation) - attachment of the employee to the organization due to the length of his experience and established organizational relations is another important factor. Finally, there is an affective loyalty (emotional loyalty) - attachment of the employee to the organization due to positive feelings from work and work environment and agreement with the goals, values and principles of the company. Employees with a pronounced need for self-realization tend to stay in the organization and work for it for good, if the organization provides them with opportunities to do what they like. Commitment depends on whether a person, working in this organization, can develop fidelity to himself, his beloved cause, his individual …show more content…
A. (2015). The effect of work environment on employees’ productivity. International Journal of Science and Research, vol. 4, iss. 5, pp. 1554-58.
American Institute of Public Opinion. (2017). Available from www.gallup.com. [Accessed 23 Nov. 2017].
Austin, R. D. (2013). Measuring and managing performance in organizations. Addison-Wesley.
Bakotic, D. (2016). Relationship between job satisfaction and organisational performance. Economic Research, 29(1), 118-130.
Bender, K.A., Donohue, S.M., Heywood, J.S. (2005). Job Satisfaction and Gender Segregation. Oxford Economic Papers, 57(3), 479–496.
Gemmel, P., Verleye, K. (2010). Emotional Attachment to a Hospital: Bringing Employees and Customers into the Engagement Zone. Journal of Applied Management and Entrepreneurship, 25.
Kabasheva I.A., Rudaleva I.A. (2014). Assessment of Material Job Satisfaction of Health Workers. 3 rd International Conference on Economics, Political and Law Science, 32– 41. Available from http://www.wseas.us/e-library/conferences/2014/Brasov/FINANCE/FINANCE-00.pdf. [Accessed 23 Nov. 2017].
Performance Management Systems. (2017). HR-Surveys. Retrieved from https://www.hr-survey.com/PerformanceManagement.htm [Accessed 28 Nov.