Job Satisfaction Models Essay

the configurational perspective (Delery & Doty, 1996). 2-7 The Indirect Relation between HRM Practices and Performance Most previous studies investigate the relationship between HRM practices and organizational performance directly, but it is now widely accepted that HRM practices affect performance indirectly through intervening factors referred to as HR outcomes. Beer et al, (1984) propose competence, commitment, congruence and cost effectiveness as an intermediary variables. Becker and Huselid (1998) identified variables such as employee skills, employee motivation, job design and the work structure link to operating performance which in turn influences the profit and the market value. The approach of using intermediary variables is adopted in many articles (e.g., Fey et al, 2008; Yesmin, 2008). Guest et al, (2000) argued that employee attitudes and behaviour need to be explicitly incorporated into models of HRM and performance and into related empirical studies if we want to improve our understanding of the HRM-Performance relationship. 2-7-1 The Mediating Variables In literature there are a lot of variables that are used as mediating variables which will be discussed in the following paragraphs but the study will only use two of them which are considered most important after reviewing literature. 1. Employee Competences (Abilities) Human Capital theory focuses on the effects of the variance in employee skills on performance and has concluded that there is a…

Job design is when a position is deliberately planned to include specific tasks and goals and includes work demands, job control, and social support that ultimately leads to higher output. Job design can greatly impact employee motivation. One of the most common job design models is called the Job Characteristics Model. The job characteristics model includes skill variety, task variety, task significance, job autonomy, and feedback. Skill variety involves the amount of different skills and…

individuals have about their jobs shows their job satisfaction usually. The high or low level of self-satisfaction is impacted by many factors, including environmental criteria, social, and social variables while it is imperative to think about the elements that impact the levels of employment satisfaction, examining the effect of job satisfaction or dissatisfaction shed the light on the field of organizational culture research. A significant result of job satisfaction is its part in enforcing…

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,…

it mean by Job Satisfaction? Hoppock defined this as any combination of psychological, physiological and environment circumstances that cause a person truthfully to say I am satisfied with my job (Hoppock, 1935). Simply saying that job satisfaction can be influence by many factors either internally or externally that affect how the employee really feel about their work. Spector on the other hand simplified job satisfaction as how people feel about their jobs and different aspects of their jobs.…

of their patients. Habitually neglecting self-care increases the risk of burnout, which has significant consequences for the nurse, the patient, and the overall healthcare system. Nurses who take care of themselves provide better care for their patients, have higher job satisfaction, and are more engaged members of the healthcare team. Fortunately, there are many simple ways to empower staff nurses to reduce their risk of burnout and increase job satisfaction given the tools they already…

annotated bibliography is about. According to Herzberg , there are some actual job factors that result in satisfaction while there are other job factors that prevent dissatisfaction (MSG, 2018). A recurring theme among these articles show a motivator-hygiene study which the practitioners test both the motivators and the hygiene factors and result in the hygiene factors as a strong motivational factor. Prasad Kotni, V. D., & Karumuri, V. (2018). Application of Herzberg…

DrainGo is facing significant issues with employee morale and customer satisfaction, which directly impacts the company’s bottom line. The low morale is a result of a poorly designed business model, where the tasks required of employees are not properly aligned with the skillset of these individuals. The most evident misalignment, is that of the order processing clerks, who are not properly trained to assess the complexity of each job, resulting in the improper allocation of resources to jobs.…

Striking a balance between work and non-work activities can be difficult and when not achieved, factors such as efficiency, creativity, and teamwork could be compromised (Overbaugh, 2011). George wanted a job which provided reasonable hours and ABC Consulting fitted this requirement. In addition, it is also known that job motivation, along with job performance and job satisfaction, is positively correlated and when all combined, would result in a positive and successful organization (Springer,…

Figure 1 Employee-customer satisfaction model adopted from Vilares and Coelho (2003, p. 1706) From the model by Vilares and Coelho (2003) above, employee satisfaction affects the perceptions of employees towards employee loyalty and commitment. The model also shows a direct and indirect impact of employee satisfaction on customer satisfaction. According to Young (2009) and Shim and Siegel (1999), the employee satisfaction and customer satisfaction are directly linked because of a number of…