Report on

Relationship between Job Satisfaction and Nature of Job

Course Name: Business Research
Course Code: MGT- 407

Submitted To
Dr. Ali Ahsan
Professor
Faculty of Business Studies
Department of Management
University of Dhaka.

Submitted By
Md. Abul Khayer
Roll: 13
Section: A
Batch: 20th

Date of Submission: 09 November, 2017

 Introduction

Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of their
work. Job satisfaction can be influenced by a variety of factors, the quality of one's
relationship with their supervisor, the quality of the physical environment in which they
work, degree of fulfillment in their work, etc. Due the popularity of job satisfaction within the
field of occupational and organizational psychology various researchers and practitioners
have provided their own definitions of what job satisfaction is. However, the two most
common definitions describe job satisfaction as: “the pleasurable emotional state resulting
from the appraisal of one’s job as achieving or facilitating the achievement of one’s job
values (pg. 1342)” and “the extent to which people like (satisfaction) or dislike
(dissatisfaction) their jobs (pg. 2)“

In general, most definitions cover the affective feeling an employee has towards their job.
This could be the job in general or their attitudes towards specific aspects of it, such as: their
colleagues, pay or working conditions. In addition, the extent to which work outcomes meet
or exceed expectations may determine the level of job satisfaction. However, job satisfaction
is not only about how much an employee enjoys work. Taber and Alliger found that when
employees of an American educational institute rated how much they enjoyed individual
tasks within their role, their scores were moderately correlated to satisfaction with the work
itself, and associated (although weakly) with global job satisfaction. Taber and Alliger also
found that other measures (such as, level of concentration required for the job, level of
supervision, and task importance) all had no impact on satisfaction. This study demonstrates
that the accumulating enjoyment of work tasks added up to overall job satisfaction. However,
the low relationship does suggest that other factors, besides enjoyment, contribute to how
satisfied employees feel at work.
 Literature Review

The term job satisfaction was brought to lime light by hop pock (1935). He revived 35
studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is
combination of psychological, physiological and environmental circumstances. That causes a
person to say. ³I m satisfied with my job´. Such a description indicate the variety of variables
that influence the satisfaction of the individual but tell us nothing about the nature of Job
satisfaction. Of satisfaction has been most aptly defined by peptone (1973) as a job,
management, person l adjustment & social requirement. Morse (1953) considers Job
satisfaction as dependent upon job content, identification with the co., financial & job status
& priding group cohesiveness. One of the biggest preludes to the study of job satisfaction was
the Hawthorne study. These studies (1924-1933), primarily credited to Elton Mayo of the
Harvard Business School, sought to find the effects of various conditions (most notably
illumination) on workers’ productivity. These studies ultimately showed that novel changes
in work conditions temporarily increase productivity (called the Hawthorne Effect). It was
later found that this increase resulted, not from the new conditions, but from the knowledge
of being observed .This finding provided strong evidence that people work for purposes other
than pay, which paved the way for researchers to investigate other factors in job satisfaction.

Scientific management (aka Taylorism) also had a significant impact on the study of job
satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific Management
,argued that there was a single best way to perform any given work task. This book
contributed to a change in industrial production philosophies, causing a shift from skilled
labor and piecework towards the more modern approach of assembly lines and hourly wages
.The initial use of scientific management by industries greatly increased productivity because
workers were forced to work at a faster pace. However, workers became exhausted and
dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction

It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munster
bergset the tone for Taylor s work.Some argue that Maslows hierarchy of needs theory, a
motivation theory, laid the foundation for job satisfaction theory. This theory explains that
people seek to satisfy five specific needs in life ± physiological needs, safety needs, social
needs, self-esteem needs, and self-actualization. Thismodel served as a good basis from
which early researchers could develop job satisfaction theory.

One of the most widely used definitions in organizational research is that of Locke (1976),
who defines job satisfaction as "a pleasurable or positive emotional state resulting from the
appraisal of one's job or job experiences" (p. 1304). Others have defined it as simply how
content an individual is with his or her job; whether he or she likes the job or not. It is
assessed at both the global level (whether or not the individual is satisfied with the job
overall), or at the facet level (whether or not the individual is satisfied with different aspects
of the job). Spector (1997 lists 14 common facets: Appreciation, Communication, Coworkers,
Fringe benefits, Job conditions, Nature of the work, Organization, Personal growth, Policies
and procedures, Promotion opportunities, Recognition, Security, and Supervision.
A more recent definition of the concept of job satisfaction is from Hulin and Judge (2003),
who have noted that job satisfaction includes multidimensional psychological responses to an
individual's job, and that these personal responses have cognitive (evaluative), affective (or
emotional), and behavioral components.Job satisfaction scales vary in the extent to which
they assess the affective feelings about the job or the cognitive assessment of the job.
Affective job satisfaction is a subjective construct representing an emotional feeling
individuals have about their job. Hence, affective job satisfaction for individuals reflects the
degree of pleasure or happiness their job in general induces. Cognitive job satisfaction is a
more objective and logical evaluation of various facets of a job. Cognitive job satisfaction
can be one-dimensional if it comprises evaluation of just one facet of a job, such as pay or
maternity leave, or multidimensional if two or more facets of a job are simultaneously
evaluated. Cognitive job satisfaction does not assess the degree of pleasure or happiness that
arises from specific job facets, but rather gauges the extent to which those job facets are
judged by the job holder to be satisfactory in comparison with objectives they themselves set
or with other jobs. While cognitive job satisfaction might help to bring about affective job
satisfaction, the two constructs are distinct, not necessarily directly related, and have different
antecedents and consequences.

Conclusion

This study concludes that work satisfaction enhance health. However, two studies reverse the
causal order and suggest that good health may increase work satisfaction. Employed women
who consider their health good are more satisfied with their job that other women are. Job
satisfaction is also higher among women who have no health problems that cause work
limitations. The affect mental health on jab satisfaction is varying from organization to
organization on the basis of different factors, such as the job nature is the mostly used
consideration. Beside the purpose of the job also. Job stress are not equal in all job, different
coping mechanism are used for different situation. So relationship bet wean job satisfaction;
and health are commonly discussing issue. According to the research done by Senior
Research Fellow, Dept. Of Education, Rabindra Bharati University, Kolkata, India.This study
consider certain sample size how the relationship between job satisfaction and teachers
mental health. Good health depends on the state of mind and body. Each exerts a direct
influence on the other, but owing to the power of mind over nature, good health is of supreme
importance.nHealth Education Authority (1997) described mental health as the emotional and
spiritual resilience, which enable as to survive pain, disappointment and sadness. Kumar
(1992) stated that mental health is an index that shows the extent to which the person has
been able to meet his environmental demands social, emotional or physical.
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