Job satisfaction topic has been researched by many researchers previously. According to Stephen P. Robbins (2005) Job satisfaction is attitude of an employee towards work according to the rewards they receive from work and rewards they believe they should get from the work. Positive attitude towards work shows job satisfaction and negative attitude towards work shows job dissatisfaction (Armstrong,2006). Aziri B (2011) states that efficiency and effectiveness of an employee depends on job satisfaction and there is a relation between happiness and success of an employee. Professional success of a worker is related to his or her job satisfaction. Job Satisfaction improves efficiency, productivity and self-satisfaction of a worker. In Herzberg’s
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According to the study conducted by Zohreh et al., (2014) concluded that two group of factors affecting job satisfaction. Motivation factors improve efficiency and performance of an employee and protective factors improve co-ordination and reduce job dissatisfaction of workers. According to the Gaqo & Piro (2015) studies type of work, attitude of supervisor, people, remuneration and promotion are the factors which affect the job satisfaction of employees. “job satisfaction is determined by four main groups of factors like economic aspects, interpersonal relations, working conditions and personal fulfilment, including pay, working hours, working conditions, Human Resource department, job design, stress and various demographic factors” (Shaju & Subhashini, 2017, p 118). Job satisfaction can be affected by quality of life and environmental factors outside the work like family, leisure time and social life. If demands of employee are not met by work, then it will affect performance and satisfaction of the worker. (Zohreh et …show more content…
According to research done by Shaju & Subhashini (2017) on correlation between job satisfaction and job performance in automotive industry in India, employees at supervisor level were more satisfied than worker level. More experienced employees were more satisfied than less experienced employees. The results show that developing job satisfaction among the employees tend to progress in employee’s performance hence increase in the organisational profit. Gaqo & Piro (2015) in their experiment with 120 employees in Albania automotive industry found that key factors contribute to employee satisfaction are job, remuneration, people, attitude of supervisor and promotion. Money and colleagues play crucial role in employee satisfaction in Albania. Dependable relations between work fulfilments and employment practices may mirror the unavoidability of emotions about occupations, and the notability of employments to generally workers. If we can't stay away from the negative sentiments incited by an occupation, we evade as a great part of the activity as we can; we take part in work withdrawal. Employment states of mind, if sufficiently solid, may prompt occupation withdrawal in the type of retirement or stopping. Voting for union portrayal is an endeavour to forever change the idea of one's activity. Positive employment mentalities are less inclined to incite withdrawal practices
According to the study conducted by Zohreh et al., (2014) concluded that two group of factors affecting job satisfaction. Motivation factors improve efficiency and performance of an employee and protective factors improve co-ordination and reduce job dissatisfaction of workers. According to the Gaqo & Piro (2015) studies type of work, attitude of supervisor, people, remuneration and promotion are the factors which affect the job satisfaction of employees. “job satisfaction is determined by four main groups of factors like economic aspects, interpersonal relations, working conditions and personal fulfilment, including pay, working hours, working conditions, Human Resource department, job design, stress and various demographic factors” (Shaju & Subhashini, 2017, p 118). Job satisfaction can be affected by quality of life and environmental factors outside the work like family, leisure time and social life. If demands of employee are not met by work, then it will affect performance and satisfaction of the worker. (Zohreh et …show more content…
According to research done by Shaju & Subhashini (2017) on correlation between job satisfaction and job performance in automotive industry in India, employees at supervisor level were more satisfied than worker level. More experienced employees were more satisfied than less experienced employees. The results show that developing job satisfaction among the employees tend to progress in employee’s performance hence increase in the organisational profit. Gaqo & Piro (2015) in their experiment with 120 employees in Albania automotive industry found that key factors contribute to employee satisfaction are job, remuneration, people, attitude of supervisor and promotion. Money and colleagues play crucial role in employee satisfaction in Albania. Dependable relations between work fulfilments and employment practices may mirror the unavoidability of emotions about occupations, and the notability of employments to generally workers. If we can't stay away from the negative sentiments incited by an occupation, we evade as a great part of the activity as we can; we take part in work withdrawal. Employment states of mind, if sufficiently solid, may prompt occupation withdrawal in the type of retirement or stopping. Voting for union portrayal is an endeavour to forever change the idea of one's activity. Positive employment mentalities are less inclined to incite withdrawal practices