What is job satisfaction
01 Nov 1969-Organizational Behavior and Human Performance (ORGANIZATIONAL BEHAVIOR AND HUMAN PERFORMANCE)-Vol. 4, Iss: 4, pp 309-336
TL;DR: Using Rand's theory of emotions as a starting point, the concepts of satisfaction, dissatisfaction, value, emotion, and appraisal, and their interrelationships are discussed, and the present theory of job satisfaction is contrasted with previous theories.
About: This article is published in Organizational Behavior and Human Performance.The article was published on 1969-11-01. It has received 1956 citations till now. The article focuses on the topics: Job satisfaction & Job design.
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TL;DR: In this paper, a model is proposed which expresses consumer satisfaction as a function of expectation and expectancy disconfirmation, in turn, is believed to influence attitude change and purchase i...
Abstract: A model is proposed which expresses consumer satisfaction as a function of expectation and expectancy disconfirmation. Satisfaction, in turn, is believed to influence attitude change and purchase i...
11,272 citations
TL;DR: In this article, a meta-analysis investigated the relationships between person-job (PJ), person-organization (PO), person group, and person-supervisor fit with pre-entry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure).
Abstract: This meta-analysis investigated the relationships between person‐job (PJ), person‐organization (PO), person‐group, and person‐supervisor fit with preentry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure). A search of published articles, conference presentations, dissertations, and working papers yielded 172 usable studies with 836 effect sizes. Nearly all of the credibility intervals did not include 0, indicating the broad generalizability of the relationships across situations. Various ways in which fit was conceptualized and measured, as well as issues of study design, were examined as moderators to these relationships in studies of PJ and PO fit. Interrelationships between the various types of fit are also meta-analyzed. 25 studies using polynomial regression as an analytic technique are reviewed separately, because of their unique approach to assessing fit. Broad themes emerging from the results are discussed to generate the implications for future research on fit.
4,107 citations
Cites background from "What is job satisfaction"
...This type of fit, often labeled needs–supplies or supplies–values fit, has been the emphasis of various theories of adjustment, well-being, and satisfaction (Caplan, 1983; French, Caplan, & Harrison, 1974; Harrison, 1978; Locke, 1969; Porter, 1961, 1962)....
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2,418 citations
2,281 citations
TL;DR: The authors compared the predictive validity of single-item and multiple-item measures of attitude toward the ad (AAd) and attitude towards the brand (ABrand), which are two of the most widely measured constructs in marketing.
Abstract: This study compares the predictive validity of single-item and multiple-item measures of attitude toward the ad (AAd) and attitude toward the brand (ABrand), which are two of the most widely measured constructs in marketing. The authors assess the ability of AAd to predict ABrand in copy tests of four print advertisements for diverse new products. There is no difference in the predictive validity of the multiple-item and single-item measures. The authors conclude that for the many constructs in marketing that consist of a concrete singular object and a concrete attribute, such as AAd or ABrand, single-item measures should be used.
2,218 citations
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Book•
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15 Jan 1964
TL;DR: In this paper, the authors integrate the work of hundreds of researchers in individual workplace behavior to explain choice of work, job satisfaction, and job performance, including motivation, goal incentive, and attitude.
Abstract: Why do people choose the careers they do? What factors cause people to be satisfied with their work? No single work did more to make concepts like motive, goal incentive, and attitude part of the workplace vocabulary. This landmark work, originally published in 1964, integrates the work of hundreds of researchers in individual workplace behavior to explain choice of work, job satisfaction, and job performance. Includes an extensive new introduction that highlights and updates his model for current organization behavior educators and students, as well as professionals who must extract the highest levels of productivity from today's downsized workforces.
11,986 citations
Book•
01 Jan 1953TL;DR: The psychology classic "Walden Two" as mentioned in this paper is a detailed study of scientific theories of human nature and the possible ways in which human behavior can be predicted and controlled from one of the most influential behaviorists of the twentieth century.
Abstract: The psychology classic-a detailed study of scientific theories of human nature and the possible ways in which human behavior can be predicted and controlled-from one of the most influential behaviorists of the twentieth century and the author of Walden Two. "This is an important book, exceptionally well written, and logically consistent with the basic premise of the unitary nature of science. Many students of society and culture would take violent issue with most of the things that Skinner has to say, but even those who disagree most will find this a stimulating book." -Samuel M. Strong, The American Journal of Sociology "This is a remarkable book-remarkable in that it presents a strong, consistent, and all but exhaustive case for a natural science of human behavior...It ought to be...valuable for those whose preferences lie with, as well as those whose preferences stand against, a behavioristic approach to human activity." -Harry Prosch, Ethics
8,325 citations
Book•
01 Jan 1959
TL;DR: Motivation and performance are not merely dependent upon environmental needs and external rewards as discussed by the authors, but instead, satisfaction came most often from factors intrinsic to work: achievements, job recognition, and work that was challenging, interesting, and responsible.
Abstract: Quality work that fosters job satisfaction and health enjoys top priority in industry all over the world. This was not always so. Until recently analysis of job attitudes focused primarily on human relations problems within organizations. While American industry was trying to solve the unsolvable problem of avoiding interpersonal dissatisfaction, problems with the potential for solution, such as training and quality production, were ignored. When first published, 'The Motivation to Work' challenged the received wisdom by showing that worker fulfillment came from achievement and growth within the job itself. In his new introduction, Herzberg examines thirty years of motivational research in job-related areas. Based on workers' accounts of real events that have made them feel good or bad on the job, the findings of Herzberg and his colleagues have stimulated research and controversy that continue to the present day. The authors surprisingly found that while a poor work environment generated discontent, improved conditions seldom brought about improved attitudes. Instead, satisfaction came most often from factors intrinsic to work: achievements, job recognition, and work that was challenging, interesting, and responsible. The evidence marshaled by this volume called into question many previous assumptions about job satisfaction and worker motivation. Feelings about intrinsic and extrinsic factors could not be validly averaged on a single scale of measurement. Motivation and performance are not merely dependent upon environmental needs and external rewards. Frederick Herzberg and his staff based their motivation-hygiene theory on a variety of human needs and applied it to a strategy of job enrichment that has widely influenced motivation and job design strategies. 'Motivation to Work' is a landmark volume that is of enduring interest to sociologists, psychologists, labor studies specialists, and organization analysts.
5,742 citations
Book•
19 Nov 2003
TL;DR: In this article, the authors describe the development of the interviewing program and the practical operation of the Plan the Training of Supervisors and the Investigation of Complaints, as well as the analysis of complaints fact vs. sentiment.
Abstract: Part I I. Introduction II. Planning the Relay Assembly Test Room III. Experiment with Rest Pauses IV. Experiment with Shorter Working Days and Weeks V. Testing the Fatigue and Monotony Hypotheses VI. Testing the Effects of Wage Incentive the Second Relay Assembly Group and the Mica Splitting Test Room VII. The Test Room Operators their Individual Differences and Interpersonal Relations VIII. The Relay Assembly Test Room Supervision Part II IX. The Growth and Development of the Interviewing Program X. The Practical Operation of the Plan the Training of Supervisors and the Investigation of Complaints XI. The Urgency and Tone of Industrial Topics Part III XII. The Analysis of Complaints Fact vs. Sentiment XIII. The Interviewing Method XIV. Complaints and Personal Equilibrium XV. Attitudes within the Supervisory Organization XVI. Complaints and Social Equilibrium Part IV XVII. Method and Procedure in Studying a Shop Department XVIII. The Output Situation in the Bank Wiring Observation Room XIX. The Supervisory Situation in the Bank Wiring Observation Room XX. Interemployee Relations in the Bank Wiring Observation Room XXI. The Internal Organization of the Bank Wiring Observation Room XXII. Social Control of Work Behavior XXIII. Formal vs. Informal Organization Part V XXIV. An Industrial Organization as a Social System XXV. A Restatement of the Human Problems of Management XXVI. Implications for Personnel Practice
3,115 citations