Job Satisfaction :: Human Resource Management

During the last decades, most of the social scientists use up reached to a jet understanding about the meaning or definition of the reflect happiness. Spector, 1997 cited in (VanVoorhis and Levinson, 2006), define bloodline gladness as the level of how individuals like their clienteles as headspring as their feeling about different aspects of their stocks. According to Fogarty (1994) trouble satisfaction is refers to the extent to which employees gain enjoyment from their efforts in the courseplace(Tuzun, p.729, 2007). Similarly, Locke (1976) has been defined Job satisfaction as a pleasurable or positivist emotional state resulting from the appraisal of ones job or job hold (Biswas, p. 28, 2009). Job satisfaction is critical to retaining and attracting qualified individuals. Job satisfaction involve specific aspects of job such as pay, benefits, promotion, work conditions, supervision, policy and procedures and co-workers relationships (Misener et al., 1996).Kivimaki and Kalimo (1994) cited in (Al-Zubi, 2010) pointed out that employees who are satisfied in their work have to a greater extent innovative in their work which contribute to quality improvement. In addition, job satisfaction found poignant customers satisfaction in positive way. some researches conducted in different fields such as business, industry, medicine, social sciences, and education, reveals that job satisfaction is associated with employees performance, absenteeism, productivity, task success, turnover, professional attitude, and other social and personal variables that that have impact on the employees life. Over the past five decades, the job satisfaction study has been of interest to scholars in organizational studies since the 1930s, when Elton Mayo had conducted his famous Hawthorne studies. These studies were touch on mainly on the effects of supervision, incentives, and working conditions in the job satisfaction. Results of a meta-analysis concluded there is a str ong relationship between job satisfaction and performance (Tillman et. al 2010). Job satisfaction is a admixture of cognitive and effective reaction to the different perception of what employees would like to determine in comparison with what they actually receive from their organizations. Job satisfaction has two military positions - positive and negative. The positive side is where the employees are experiencing high level of satisfaction that leads to positive reaction toward their job such as high work quality, high productivity, high loyalty and organizational commitment as well as better health and quality life of the employees. The negative side is where the employees are experiencing low level of satisfaction (dissatisfaction) that leads to negative reaction toward their job such as low productivity, low quality, employees problem, high absenteeism, high turnover, and employees grievances that is affecting the performance and reputation of the organization negatively.