History[ change change source ] Assessments of job satisfaction became commonplace in the s. Uhrbrock was one of the first psychologists to use new techniques to assess factory worker attitudes. Hoppock published a study of teachers on how satisfied they were with their jobs. This study found that job satisfaction is affected by the work, the coworkers, and the managers.
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History[ change change source ] Assessments of job satisfaction became commonplace in the s. Uhrbrock was one of the first psychologists to use new techniques to assess factory worker attitudes. Hoppock published a study of teachers on how satisfied they were with their jobs. This study found that job satisfaction is affected by the work, the coworkers, and the managers. Some factors are environmental. They are particular to a situation. They come from the work and the workplace.
In , Edwin A. Locke wrote about the factors that lead to satisfaction or dissatisfaction at work. The employee is able to do the work. Tasks are at or slightly above his abilities, not below.
Tiring work is frustrating. Employees receive awards, praise, and encouragement. Managers and employees work together toward shared goals. There are policies and processes that help employees achieve their goals. A person can feel satisfied with their job if they get a good evaluation of their work. This is when they get too much information in too short a period of time. Or, when they get information that is too complex to process in a short period of time.
People can also experience communication underload. This is when they do not get enough information. Both communication overload and communication underload can affect the level of job satisfaction.
This can lead to a low level of job satisfaction. According to the study, the most important factors for job satisfaction are: cooperation and collaboration with colleagues ; achievement, recognition, and pride. If a job has all of these factors, people feel more satisfied and loyal to the company. Each person is affected in their own unique way.
Moods and emotions at work are related to job satisfaction. One scientific experiment studied twins who were raised apart. Employees who feel in control of their situation also have more job satisfaction. They show more involvement in their job and more commitment to the company. The survey is simple. The Faces Scale asks only one question. People answer by choosing a face.
Job satisfaction, by Robert Hoppock ...
Affective job satisfaction is a subjective construct representing an emotional feeling individuals have about their job. Cognitive job satisfaction is a more objective and logical evaluation of various facets of a job. Cognitive job satisfaction can be unidimensional 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. Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and working conditions. They also note that in Hoppock  conducted a study that focused explicitly on job satisfaction that is affected by both the nature of the job and relationships with coworkers and supervisors.