Importance of Employee job satisfaction

 

The Maslow‘s work (Maslow 1954) was very influential in shaping and also developing different concepts related to organizational behavior for example job satisfaction. According to this theory, some experts have worked on job satisfaction from a view of desire fulfillment (Kuhlen 1963; Worf 1970).

But anyways, during the past twenty years, this method is not popular anymore and most of the experts are focusing on the cognition process instead of the needs which are underlain. So, in opposite to traditional perspective, the job satisfaction is known as all of the affection of a person about his or her related job. (Gruneberg 1976).

This perspective was mainly developed according to process of cognition that during the years have led to attitudinal view and now is the leader in the job satisfaction study. (Spector 1997). The other traditional though was defined according to factor theory from the job satisfaction (Herzberg 1959) and stated that both dissatisfaction and satisfaction are two totally separated aspects.

The motivators which are the intrinsic elements (i.e. elements that are from nature and also the job experience) were known as satisfiers and contained achievement, recognition, the nature of work and the responsibility level. On the other side the hygiene factors or extrinsic elements were known as the dissatisfactory of job which are rules of firm, policies, regulations, supervision, hierarchy, workplace context, salary and also interpersonal relation. Herzberg and Mausner‘s Motivation – hygiene theory was a very important factor for influencing the research of job satisfaction nature and was a key factor in measures development in order to evaluate the job satisfaction.

Importance

High job satisfaction effectively leads to the improved organizational productivity, decreased employee turnover, and reduced job stress in modern organizations. Job satisfaction leads to a positive ambience at the workplace and is essential to ensure the higher revenues for the organization. As below can be identified importance of job satisfaction.

• Lower Turnover – Turnover can be one of the highest costs attributed to the HR department. Retaining workers helps create a better environment and makes it easier to recruit quality talent and save money. The bottom line: satisfied employees are typically much less likely to leave.
• Higher Productivity – Irrespective of job title and pay grade, employees who report high job satisfaction tend to achieve higher productivity.
• Increased Profits – Keeping employees safe and satisfied can lead to higher sales, lower costs and a stronger bottom line.
• Loyalty – When employees feel the company has their best interests at heart, they often support its mission and work hard to help achieve its objectives. And, they may be more likely to tell their friends, which helps spread goodwill.

 Reference

Gerhart, B., & Milkovich, G. T. (1990). Organizational differences in managerial compensation and financial performance. Academy of Management Journal,33(4), 663-691.