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with the literature in any problem area helps one to discover what is already
known, what others have attempted to find out, what methods of attacks have
information about what has been thought and done in the area of his/her
choice.
The present study is an attempt to find out the extent of job satisfaction
other related variables were reviewed in this chapter. The sources included
satisfaction in relation to the marital status of workers and found that married
Inflow (1951) has stated that employees are dissatisfied in the early
phase of their service and that the first two years of service have the greatest
Shoukry and Otis (1964) have indicated that the level of job
terminal periods.
businesses as either clerks or officer workers. The findings showed that the
women were more satisfied with their jobs when job involvement was high.
Blum and Naylor (1968) have indicated that the level of job satisfaction
holds towards his job, towards factors related to his job and towards life in
general.
characteristics in relation to job satisfaction and found that job security is not
25
Review of Related Literature and Studies
workers.
growth on the job and recognition and ranked them among the most important
factors for both job satisfaction and job dissatisfaction regardless of the
factors and job satisfaction. The findings indicated that the correlation
between job context or job content factors and overall job satisfaction were
not significant.
of the work environment (pay, job variety and task complexity) and job
education in jobs with low variety were significantly more satisfied with their
work than those with high school or college education in low variety jobs.
near Athens, Ohio. Sixty nine per cent of the sample were females and thirty
six per cent of the sample were clerical workers. The authors concluded that
26
Review of Related Literature and Studies
dissatisfiers.
Pathak (1977) has found that the most important job characteristics
sought by the high job satisfied group belonging to both the higher and the
lower hierarchies and the low job satisfied group belonging to the lower
Ali (1978) has revealed that management levels are fertile grounds for
satisfaction.
Pleitner (1982) has pointed out that job satisfaction results from the
hand and the circumstances of his job situation on the other, as compared by
Renu, Harveen and Renu (1984) have revealed that higher the age
and the greater the number of dependents, the lesser will be the job
satisfaction.
Mendhi (1985) has examined the need satisfaction and job attitudes of
managers and observed that job dissatisfaction is highest for those public
Dattuar and Prasad (1986) have found that the personnel in private
organization with the exception of those at the middle level are more satisfied
Irene and Albert (1989) have indicated that sex and educational level
study that the least satisfied workers would be those who experienced
autonomous work in the past, and are frustrated by the lack of autonomy in
the managers and workers in Kerala cannot be taken at its face value; it must
status, recognition for good work and overtime are considered more important
for job satisfaction than job status, working environment and autonomy in
work.
with less job satisfaction have more job stress and who have more job
satisfaction have less job stress. Job satisfaction and job stress are inversely
related, i.e., the more job satisfied individual will have less job stress. They
work family conflict and individual level strain variables. They found direct and
satisfaction. Their findings indicate work family conflict and control partially
satisfaction.
29
Review of Related Literature and Studies
among both the senior and junior level employees. He also states that
increased satisfaction was noticeable among the senior level employees with
Thomas (2001) in his study found that job satisfaction level is much
differences across facets for any of the conflict measures. These results
and private sector enterprises in Kerala, Wilson (2003) found that workers in
the private sector are not satisfied with the reward system, as compared to
Jha and Pathak (2003) in their study of the nature of differences in the
levels of job satisfaction among executives of four public and private sector
different aspects of job satisfaction, viz., job itself, pay and security were felt
organisations.
Ilies and Judge (2003) attempted to identify personality traits that might
mediate the relationship between genetics and job satisfaction. They found
that personality traits only partially mediated this relationship and suggested
that perhaps other heritable traits, such as intelligence, may better explain this
relationship.
Yadav (2004) states that nature of work or the job content also
Rao (2004) in his article stated that reward systems have undergone a
sea change since globalization. In todays talent market place, one can retain
ones best people only by differentiating in their favour and by offering a mix of
monetary and non-monetary rewards. The key though is not to reward high,
Robbins (2004) observed that persons with high level of job satisfaction
hold positive attitudes about their jobs while persons who are dissatisfied hold
sector.
Sharma and Kumari (2004) found that public sector employees are in a
position in terms of their job satisfaction than the employees of private sector
middle and lower level employees. It was also revealed that the public sector
employees are more dissatisfied with their working conditions and incentives
West Bengal found that teachers job satisfaction not only depends on nature
of job but also on institutional scenario, facilities, salaries and standard of the
students.
decision to retire.
Wayne, Musisca and Fleeson (2004) found that work to family conflict
was negatively related to job satisfaction, while work family facilitation was
Huang and Evert (2004) state that job level is positively related to job
Moreover, the positive relationship between job level and job satisfaction
holds only for jobs with much opportunity to use ones skills and abilities
job satisfaction in jobs with little opportunity to use ones skills and abilities in
collectivist countries.
Srivastava (2005) found from his study involving senior and middle
managers in two public sector companies that the changes in work and
service conditions are largely positive, resulting in greater job satisfaction than
before.
Sharma and Jyothi (2006) state that level of job satisfaction derived by
from the dimension of principals behaviour and the minimum from pay and
rewards, indicating high dissatisfaction with the pay and rewards packages
In a case study by Philip and Raju (2006) among doctors and nurses of
a multi-speciality private hospital, it was found that doctors are highly satisfied
with their jobs but nurses are just satisfied. However source wise analysis for
job satisfaction of nurses revealed that they are not satisfied in salary which is
one of the two most important sources out of the six considered in the study.
33
Review of Related Literature and Studies
personal goal facilitation through work offers a promising source of insight into
perception of the extent to which ones job facilitates the attainment of ones
personal goals.
core self evaluation. The stable job satisfaction factor was regressed on core
ordinate concept underlying its four dimensions is possible but overly broad in
Anseel and Lievens (2007) examined (i) the relationship between the
feedback environment and job satisfaction and (ii) the mediating role of
interventions in organisation.
Ivy Philip (2007) has made a study on the HRM practises in the public
sector and private sector hospitals in Kerala. She identified the extent of
members with mentors have higher levels of job satisfaction than faculty
Salie (2008) studied the extent to which job satisfaction was correlated
Judge, Heller and Klingir (2008) indicated that the traits from all three
the traits and job satisfaction were measured with independent sources.
However when all three typologies were examined concurrently the core self
evaluation typology was the only typology that was significantly related to job
satisfaction.
Edwards, Bell and Arthur (2008) indicate that the relationship between
overall job satisfaction and task and contextual performance were the same.
Clark and Tamara (2008) have revealed that there was strong
results indicate that external needs, opportunities for promotions, and pay
the public sector indicated that job clarity, effective communication with
perceived that there are genuine internal attempts at the level of their
HRM will be held irresponsible if they do not comply with the ethical
suggestions for improving processes and generally seek to play a key role in
an organization has plummeted to its lowest levels. Tech workers are under
constant pressure to keep up and want to be in jobs where they can learn and
grow.
Kaur (2010) in her study aimed at finding the level of job satisfaction of
college teachers of Punjab with respect to area, gender and type of institution.
The study revealed that rural college teachers were more satisfied as
government aided and self-financed college teachers. She also states that
higher socio economic status and level of life satisfaction too encourage the
career advancement and job satisfaction. The data suggested that vital
37
Review of Related Literature and Studies
Job satisfaction should not only be related to extrinsic factors but also
positive evaluation and expectation towards self and others tend to report
public sector banks over a period of almost two decades. Variables were
measured and conclusions were drawn striking a blend between micro level
respondents agreed that the primary reasons for improved productivity post
Chopra and Khan (2010) states that job satisfaction is a complex and
and the kinds of experiences he has had to undergo in order to receive the
rewards.
Robert (1970) has observed that people in low status occupations are
Gupta, Sharma and Rahman (1971) have in their studies indicated that
to organizational goals.
Hrebiniak and Alutto (1972) in their studies have shown that there is a
experience or seniority.
great deal of their energy towards those ends would be inclined to remain with
the organization.
Staw (1976) has noted that negative consequences may actually cause
Steers (1977) has found that work experiences are more closely
Marsh and Mannari (1977) have observed in their study that Japanese
Fottler (1977) has reported that the failure of commitment at the top
that workers in the public sector industry were highly committed to industrial
work.
Aryeh (1978) has indicated that workers with high protestant ethic tend
to express high moral commitment, while those with low protestant ethic tend
Mowday, Steers and Porter (1979) have found that the better
Cook and wall (1980) have stated that supervisory relations and
Morris and Sherman (1981) have in their research indicated that the
OReilly and Caldwell (1981) have shown that job choice decision and
commitment values in the form of good work performance takes place only
when an employees expectations from his job are reasonably fulfilled by the
organization.
that managers at the higher levels of the organizational hierarchy are more
Aranya, Kushnir and Valency (1986) in their study among men and
women accountants tend to have lower levels of commitment than their men
colleagues.
Curry, Wakefield, Price and Mueller (1986) have found that high levels
of repetitive work are associated with low commitment and high levels of
Luthans, Baack and Taylor (1987) have found that age, education
Alvi and Ahmed (1987) have indicated that the fulfilment of workers
organisational commitment.
whereas work groups that provide both residential and walk-in service are
DSouza (1990) has in his research study found that there exists a
Mathieu and Kohler (1990) have stated in their study that the lowest
absence rate was found among employees who expressed both high
place.
43
Review of Related Literature and Studies
Oliver (1990) has noted that employees who show strong participatory
several strategies are described that managers can use to increase retention
of sales people. Managers need a better grasp of how to retain sales people.
the teaching profession has indicated that the more committed teachers
Lee and Johnson (1991) in their studies have found that the full time
employees feel more committed to their organization than those who are less
motivated.
Florkowski and Schuster (1992) have shown that profit sharing support
organizational commitment.
44
Review of Related Literature and Studies
who had relatively high levels of commitment before hand may if show a
The stronger the commitment the greater the potential for program success.
of American and Japanese workers has concluded that Japanese workers are
multinational firms has found that the level of management has a consistently
commitment.
Wilson (1995) in his research study has found that older employees
commitment does not produce any significant difference between workers and
managers.
Mishra, Dhar and Dhar (1999) have reported that enhancing employee
organization.
implication for the design of effective management control processes and for
those not offering pension schemes found higher commitment from workers at
companies that offered pension schemes than with those workers at firms that
did not.
family balance.
48
Review of Related Literature and Studies
Eaton (2003) examined the effects of the formality of the policy and
employees perceived that flexibility policies were not truly available to them,
commitment.
satisfaction with work and promotion are the primary determinants of effective
For employees with collectivist values, satisfaction with supervisors was found
developing employees who can be trusted to their discretion to carry out their
than those less committed and also engage in better quality in-role
behaviours.
Anil Kumar (2005) in his study found that when an executive stays in
thinks that it will cost more to leave at present and take up a job elsewhere.
feel a sense of being trapped into the organisation due to the high cost of
leaving, they would stick on to the same organisation and would be less likely
to leave.
with commitment.
50
Review of Related Literature and Studies
Rubin and Brody (2005) state that insecurity, time pressure, and
workplaces.
differences in the work commitments of Baby Boomer (born between 1946 &
1962) and Gen. X (born between 1963 & 1981) IT professionals. Results
Wade and Anthony (2008) has explored the relationship between the
suggest that while majority of respondents feel that they are treated as
may not always receive fair treatment, and many are unable to leave at this
may be more willing to change jobs during the course of their careers as
gender and age upon affective, normative and continuance commitment. The
students.
their respective fields to certain extent and in the case of consumer sector,
and agents affective and normative commitment are positively related and
Islamic organizations in Malaysia. The results show that the Islamic approach
Crook (2010) states that the key problems of African Public Services
best way foreword is to identify and work with the competent managers to be
Pressure from the public for better performance is only likely to work if the
and supervisory support have been found correlated significantly with some
forms of commitment but did not emerge as significant predictors of any form
COMMITMENT
Raju and Srivastava (1986) have suggested that employees who are
vice versa.
Brooke, Jr. Russell and Price (1988) have stated that work involvement
commitment.
Romzek (1989) has pointed out that committed employees are more
is associated with greater satisfaction with the job, salary and career
structure.
Tett and Mayer (1993) hold the view that commitment and satisfaction
Rahim and Afza (1993) have found that commitment and satisfaction
attitudes.
support was significantly linked with job involvement, and with affective and
was also a salient predictor of job involvement and affective commitment, but
turnover better than job satisfaction. This finding suggests that job satisfaction
commitment.
influence job satisfaction. Findings also suggest that job satisfaction mediates
commitment.
However, the specific measure did not account for variability in job satisfaction
56
Review of Related Literature and Studies
supportiveness.
conflict and work stress, which predicted job satisfaction and organizational
accommodation.
being for blue and white collar occupations with Chinese and Hong Kong.
determining job satisfaction and physical well being. These results of the
study show that organizational commitment and well being are positively
related.
of job satisfaction and in fact the turnover rate can be reduced with a higher
and evaluating their commitment to the organisation which will provide useful
Chong, Eggleton and Michele (2006) examined the multiple roles (i.e.,
This paper proposes that participative budgeting affects job performance via
commitment and job satisfaction. The results support the multiple roles of
commitment, job satisfaction and turnover intention than was age (i.e., new
Senter and Martin (2007) suggested the proposition that part time
turnover. The study also provides additional support for the premise that
stress was found to have direct effects on family. Organisations need to pay
attention to the needs of employees who have the dual role of caregiver.
which personality traits for the unique variance in job satisfaction and
satisfied with their jobs and committed to their organization. Job satisfaction
turnover intention.
raises the level of awareness that there is much work to do related to gaining
Conclusion
variables are interdependent. The review of related literature was very helpful
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