Job Performance And Satisfaction
ttempting to understand relationship continues to
the nature of job stimulate research and
satisfaction and its re-examination of previous
effects on work performance is attempts. This paper strives to
not easy. For at least 50 years describe the relation of job
industrial/organizational satisfaction and performance,
psychologists have been wrestling keeping in mind the value this
with the question of the relation has for organizations.
relationship between job
satisfaction and job performance. Job satisfaction is a complex and
Researchers have put a multifaceted concept, which can
considerable amount of effort mean different things to
into attempts to demonstrate that different people. Job
the two are positively related in satisfaction is usually linked
a particular fashion: a happy with motivation, but the nature
worker is a good worker. Although of this relationship is not
this sounds like a very appealing clear. Satisfaction is not the
idea, the results of empirical same as motivation. "Job
literature are too mixed to satisfaction is more an attitude,
support the hypothesis that job an internal state. It could, for
satisfaction leads to better example, be associated with a
performance or even that there is personal feeling of achievement,
a reliable positive correlation either quantitative or
between these two variables. On qualitative." In recent years
the other hand some researchers attention to job satisfaction has
argue that the results are become more closely associated
equally inconclusive with respect with broader approaches to
to the hypothesis that there is improved job design and work
no such relationship. As a result organization, and the quality of
of this ambiguity, this working life movement.
of job design, where opportunity
The relationship between job resides for a constructive
satisfaction and performance is improvement of the worker's
an issue of continuing debate and satisfaction level.
controversy. One view, associated
with the early human relation's Individual performance is
approach, is that satisfaction generally determined by three
leads to performance. An factors. Motivation, the desire
alternative view is that to do the job, ability, the
performance leads to capability to do the job, and the
satisfaction. However, a variety work environment, the tools,
of studies suggest that research materials, and information needed
has found only a limited to do the job. If an employee
relationship between satisfaction lacks ability, the manager can
and work output and offer scant provide training or replace the
comfort to those seeking to worker. If there is an
confirm that a satisfied worker environmental problem, the
is also a productive one. Labor manager can also usually make
turnover and absenteeism are adjustments to promote higher
commonly associated with performance. But if motivation is
dissatisfaction, but although the problem, the manager's task
there may be some correlation, is more challenging. Individual
there are many other possible behavior is a complex phenomenon,
factors. No universal and the manager may not be able
generalizations about worker to figure out why the employee is
dissatisfaction exist, to offer not motivated and how to change
easy management solutions to the behavior. Thus, also
problems of turnover and motivation plays a vital role
absenteeism. The study suggests since it might influence
that it is primarily in the realm negatively performance and
because of its intangible nature.
About the Author:
Kadence Buchanan writes articles on many topics including Society, Science, and Arts
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