Job satisfaction refers to the attributes and feelings individuals have about their work. Positive and favorable attitudes towards the job demonstrate job satisfaction. Negative and unfavorable attitudes towards the employment show job dissatisfaction.
Job satisfaction is affected by environmental, individual and psychological factors. Factors that relate to the environment are communication and employee recognition, while those that relate to the individual are emotions, genetics and personality. Those that are psychological in nature include one’s life, family, and community.
Communication is a standout amongst the most imperative elements in job satisfaction. Whether it is overload, under-load and superior-subordinate type, communication …show more content…
The affective event theory was developed to explain how emotions and moods influence job satisfaction. The theory explains the linkages between employees’ internal influences such as cognitions, emotions, mental states and their responses to occurrences that happen in their workplace that impact their performance, organizational commitment, and job satisfaction. The theory further recommended that affective work behaviors are explained by employee mood and emotions, while cognitive-based behaviors are the best predictors of job satisfaction. This resulted in lasting internal and external affective reactions exhibited through job performance, job satisfaction and organizational commitment. For instance, suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job …show more content…
This connection is complementary where individuals who are satisfied by life have a tendency to be satisfied by their employment and individuals who are satisfied by their occupation have a tendency to be satisfied by life. In the Nigerian context where the rate of unemployment is high and the poverty rate is also high, the basic need for many employees is not job satisfaction but rather discovering a job that pays a salary. Numerous workers in Nigeria don't experience job satisfaction. This is on the grounds that an excess of individuals are seeking after excessively few occupations openings. Organizations have thusly exploited unemployment chances to abuse the modest work. The resultant impact is that those who are lucky to be employed hardly talk of job satisfaction. They are more worried with getting a pay sufficiently only. Based on the preceding, organizations, irrespective of size try to consider the components that are applicable to job satisfaction and employee performance. Such factors range from achievement through responsibility to security. Though poverty and unemployment rate in Nigeria is very high, organizations ought to endeavor to fulfill representative needs to empower them to perform viably. Employees in Nigeria have different needs in view of their individual, family, and social qualities. These needs rely on upon the present and sought financial,
Job satisfaction is affected by environmental, individual and psychological factors. Factors that relate to the environment are communication and employee recognition, while those that relate to the individual are emotions, genetics and personality. Those that are psychological in nature include one’s life, family, and community.
Communication is a standout amongst the most imperative elements in job satisfaction. Whether it is overload, under-load and superior-subordinate type, communication …show more content…
The affective event theory was developed to explain how emotions and moods influence job satisfaction. The theory explains the linkages between employees’ internal influences such as cognitions, emotions, mental states and their responses to occurrences that happen in their workplace that impact their performance, organizational commitment, and job satisfaction. The theory further recommended that affective work behaviors are explained by employee mood and emotions, while cognitive-based behaviors are the best predictors of job satisfaction. This resulted in lasting internal and external affective reactions exhibited through job performance, job satisfaction and organizational commitment. For instance, suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job …show more content…
This connection is complementary where individuals who are satisfied by life have a tendency to be satisfied by their employment and individuals who are satisfied by their occupation have a tendency to be satisfied by life. In the Nigerian context where the rate of unemployment is high and the poverty rate is also high, the basic need for many employees is not job satisfaction but rather discovering a job that pays a salary. Numerous workers in Nigeria don't experience job satisfaction. This is on the grounds that an excess of individuals are seeking after excessively few occupations openings. Organizations have thusly exploited unemployment chances to abuse the modest work. The resultant impact is that those who are lucky to be employed hardly talk of job satisfaction. They are more worried with getting a pay sufficiently only. Based on the preceding, organizations, irrespective of size try to consider the components that are applicable to job satisfaction and employee performance. Such factors range from achievement through responsibility to security. Though poverty and unemployment rate in Nigeria is very high, organizations ought to endeavor to fulfill representative needs to empower them to perform viably. Employees in Nigeria have different needs in view of their individual, family, and social qualities. These needs rely on upon the present and sought financial,