job satisfaction

a fit between what employees seek from work and their actual experience. Studies of job satisfaction have made a general distinction between intrinsic and extrinsic sources of satisfaction. There has been debate about whether job expectations derive from psychological needs or from socially generated and, therefore, variable expectations. Approaches differ in terms of whether or not orientations are single-stranded (e.g. economic) or more complex and multi-stranded, and whether or not factors inside or outside the workplace are more important for satisfaction. The stance which theories take affects both their explanation of, and remedies for, job dissatisfaction – see Brown (1991). see also ORIENTATIONS TO WORK.

job satisfaction

Job Satisfaction

A measure of how much a person likes his/her work. Job satisfaction encompasses a variety of tangible and intangible aspects, including pay, contentment with co-workers, and how much one likes the work itself. Some companies take various steps to improve job satisfaction in the belief that happy employees make good employees.

job satisfaction

the satisfaction that an individual gains (or does not gain) from his or her job. It is generally believed that satisfied employees will be more highly motivated and will work more productively than dissatisfied employees. Job dissatisfaction may lead to ABSENTEEISM, LABOUR TURNOVER, INDUSTRIAL ACTION, etc.

The study of job satisfaction and its determinants has traditionally formed an important component of the SOCIOLOGY OF WORK. HUMAN RELATIONS writers argued that job satisfaction could be encouraged by managerial policies and practices that encouraged a sense of belonging. The rationale for this is that (in their view) people want to belong to a community: by experiencing a community at work workers will feel satisfaction in their work (see ANOMIE). More commonly, technology has been viewed as an important casual factor in job dissatisfaction. American sociologist Robert Blauner (1929 -) argued that, in general, job satisfaction declined in the shift from craft through machine to assembly-line technology but then increased with the adoption of continuous process production, i.e. that found in modern petrochemical plants. In his view, the experience of dissatisfaction could have four dimensions: a sense of powerlessness, of meaninglessness, of isolation and of self-estrangement (see ALIENATION). Today most writers and practitioners take the view that, whilst technology can have certain effects on job satisfaction, there is no necessary form of WORK ORGANIZATION associated with any particular type of technology (see SOCIO-TECHNICAL SYSTEM). It is, therefore, possible to modify work organization to make work more satisfying (see JOB DESIGN AND REDESIGN).

Other writers, however, have followed Karl Marx (1818-83) in asserting that job dissatisfaction is an endemic feature arising from ALIENATION in capitalist society and hence can never be eliminated whilst capitalism remains in existence.

In recent years many analysts of job satisfaction have argued that in looking for the causes of dissatisfaction the focus of study should be widened from analysis of the job itself. Psychologists have argued that workers' experience of job satisfaction is influenced by their expectations of the job. If they have expected that a job would be tedious their dissatisfaction tends not to be as great as if they had expected it to be exciting. In a not dissimilar vein, sociologists have suggested that workers' experience of dissatisfaction is determined to some extent by their ORIENTATIONS TO WORK. If their primary reason for undertaking a certain job is to achieve a high income they do not experience strong dissatisfaction even if the job is tedious and repetitive (as long as it pays well). As one sociologist put it, ‘they see the wound but feel no pain’.

单词	job satisfaction
释义	job satisfaction job satisfaction n (Industrial Relations & HR Terms) the extent to which a person's hopes, desires, and expectations about the employment he or she is engaged in are fulfilled Translations job satisfaction job satisfaction a fit between what employees seek from work and their actual experience. Studies of job satisfaction have made a general distinction between intrinsic and extrinsic sources of satisfaction. There has been debate about whether job expectations derive from psychological needs or from socially generated and, therefore, variable expectations. Approaches differ in terms of whether or not orientations are single-stranded (e.g. economic) or more complex and multi-stranded, and whether or not factors inside or outside the workplace are more important for satisfaction. The stance which theories take affects both their explanation of, and remedies for, job dissatisfaction – see Brown (1991). see also ORIENTATIONS TO WORK. job satisfaction job satisfaction The extent to which people find that their employment meets their economic, personal, social, and intellectual needs. Job satisfaction and mental health are closely linked. Health care professionals associate their own job satisfaction with on-the-job autonomy, professional friendships, challenges, skill sets, task variety, workload, shift work, staffing ratios, opportunities for career development and advancement, and earnings. job satisfaction Job Satisfaction A measure of how much a person likes his/her work. Job satisfaction encompasses a variety of tangible and intangible aspects, including pay, contentment with co-workers, and how much one likes the work itself. Some companies take various steps to improve job satisfaction in the belief that happy employees make good employees. job satisfaction the satisfaction that an individual gains (or does not gain) from his or her job. It is generally believed that satisfied employees will be more highly motivated and will work more productively than dissatisfied employees. Job dissatisfaction may lead to ABSENTEEISM, LABOUR TURNOVER, INDUSTRIAL ACTION, etc. The study of job satisfaction and its determinants has traditionally formed an important component of the SOCIOLOGY OF WORK. HUMAN RELATIONS writers argued that job satisfaction could be encouraged by managerial policies and practices that encouraged a sense of belonging. The rationale for this is that (in their view) people want to belong to a community: by experiencing a community at work workers will feel satisfaction in their work (see ANOMIE). More commonly, technology has been viewed as an important casual factor in job dissatisfaction. American sociologist Robert Blauner (1929 -) argued that, in general, job satisfaction declined in the shift from craft through machine to assembly-line technology but then increased with the adoption of continuous process production, i.e. that found in modern petrochemical plants. In his view, the experience of dissatisfaction could have four dimensions: a sense of powerlessness, of meaninglessness, of isolation and of self-estrangement (see ALIENATION). Today most writers and practitioners take the view that, whilst technology can have certain effects on job satisfaction, there is no necessary form of WORK ORGANIZATION associated with any particular type of technology (see SOCIO-TECHNICAL SYSTEM). It is, therefore, possible to modify work organization to make work more satisfying (see JOB DESIGN AND REDESIGN). Other writers, however, have followed Karl Marx (1818-83) in asserting that job dissatisfaction is an endemic feature arising from ALIENATION in capitalist society and hence can never be eliminated whilst capitalism remains in existence. In recent years many analysts of job satisfaction have argued that in looking for the causes of dissatisfaction the focus of study should be widened from analysis of the job itself. Psychologists have argued that workers' experience of job satisfaction is influenced by their expectations of the job. If they have expected that a job would be tedious their dissatisfaction tends not to be as great as if they had expected it to be exciting. In a not dissimilar vein, sociologists have suggested that workers' experience of dissatisfaction is determined to some extent by their ORIENTATIONS TO WORK. If their primary reason for undertaking a certain job is to achieve a high income they do not experience strong dissatisfaction even if the job is tedious and repetitive (as long as it pays well). As one sociologist put it, ‘they see the wound but feel no pain’.
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