Job satisfaction

employee satisfactionsatisfactionJob Characteristics ModeljobmeaningfulPassion for one's jobsatisfaction with jobstaff moralestaff satisfactionworker satisfaction
Job satisfaction or employee satisfaction is a measure of workers' contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision.wikipedia
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Edwin Locke

LockeEdwin A. Locke
Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job satisfaction model.
As stated by the Association for Psychological Science, "Locke is the most published organizational psychologist in the history of the field. His pioneering research has advanced and enriched our understanding of work motivation and job satisfaction. The theory that is synonymous with his name—goal-setting theory—is perhaps the most widely-respected theory in industrial-organizational psychology. His 1976 chapter on job satisfaction continues to be one of the most highly-cited pieces of work in the field."

Core self-evaluations

core self-evaluationCore Self-evaluations Modelself-evaluations
A significant model that narrowed the scope of the dispositional approach was the Core Self-evaluations Model, proposed by Timothy A. Judge, Edwin A. Locke, and Cathy C. Durham in 1997. Judge et al. argued that there are four Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism.
Furthermore, the way in which people appraise themselves using core self-evaluations has the ability to predict positive work outcomes, specifically, job satisfaction and job performance.

Quality of working life

working conditions
Job satisfaction can also be seen within the broader context of the range of issues which affect an individual's experience of work, or their quality of working life.
job satisfaction,

Neuroticism

neuroticneuroticallyApprehension
Judge et al. argued that there are four Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism.
The concept of core self-evaluations was first examined by Judge, Locke, and Durham (1997), and since then evidence has been found to suggest these have the ability to predict several work outcomes, specifically, job satisfaction and job performance.

Psychology

psychologicalpsychologistpsychologists
Hulin and Judge (2003) have noted that job satisfaction includes multidimensional psychological responses to an individual's job, and that these personal responses have cognitive (evaluative), affective (or emotional), and behavioral components.
I–O psychology's other subfield, organizational psychology, examines the effects of work environments and management styles on worker motivation, job satisfaction, and productivity.

Motivation

intrinsic motivationmotivationalmotives
The level by each type affects motivation, job satisfaction, and job performance.
Frederick Herzberg's two-factor theory concludes that certain factors in the workplace result in job satisfaction (motivators), while others (hygiene factors), if absent, lead to dissatisfaction but are not related to satisfaction.

Self-efficacy

self efficacyefficacypersonal change
Judge et al. argued that there are four Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism.
Core self-evaluation has shown to predict job satisfaction and job performance.

Emotional labor

affective labourdisplay rulesemotional labour
1) Emotional dissonance. Emotional dissonance is a state of discrepancy between public displays of emotions and internal experiences of emotions, that often follows the process of emotion regulation. Emotional dissonance is associated with high emotional exhaustion, low organizational commitment, and low job satisfaction.
There is evidence that emotional labor may lead to employees' emotional exhaustion and burnout over time, and may also reduce employees' job satisfaction.

Absenteeism

absencelate one more timeAbsences
Job satisfaction can be indicative of work behaviors such as organizational citizenship, and withdrawal behaviors such as absenteeism, and turnover.
This finds empirical support in a negative association between absence and job satisfaction, in particular, the satisfaction with the work itself.

Job performance

performancework performance performance
These studies have focused on the effects of PWB on job satisfaction as well as job performance.
The way in which people appraise themselves using core self-evaluations has the ability to predict positive work outcomes, specifically, job satisfaction and job performance.

Turnover (employment)

turnoveremployee turnoverstaff turnover
Job satisfaction can be indicative of work behaviors such as organizational citizenship, and withdrawal behaviors such as absenteeism, and turnover.
Job satisfaction

Self-esteem

self-worthself esteemself-respect
Judge et al. argued that there are four Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism.

Locus of control

internal locus of controlcontrolLoss of control
Judge et al. argued that there are four Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. There are two personality factors related to job satisfaction, alienation and locus of control.

Frederick Herzberg

Herzberg
Frederick Herzberg’s two-factor theory (also known as motivator-hygiene theory) attempts to explain satisfaction and motivation in the workplace.

Meta-analysis

meta-analysesmeta analysismeta-analytic
A meta-analysis of studies that assess the framework of the model provides some support for the validity of the JCM.

Organizational culture

corporate culturecompany cultureculture
It's about changing the corporate culture in order to meet goals and initiatives and most importantly to connect employees to the company's core values and beliefs.

Mood (psychology)

moodmoodsatmosphere
Mood and emotions at work are related to job satisfaction.

Emotion

emotionsemotionalemotional state
Mood and emotions at work are related to job satisfaction.

Emotion work

being agreeable in conversation
Emotion work (or emotion management) refers to various types of efforts to manage emotional states and displays.

Negative affectivity

negative affectnegativenegative emotion
Specifically, this research describes the role of negative affectivity and positive affectivity.

Positive affectivity

positive affectpositivePA
Specifically, this research describes the role of negative affectivity and positive affectivity.

Extraversion and introversion

extraversionintrovertintroverted
Positive affectivity is related strongly to the personality trait of extraversion.

Social alienation

alienationalienatedalienating
There are two personality factors related to job satisfaction, alienation and locus of control.

Machiavellianism

MachiavellianMachiavellian philosophyneo-Machiavellian
The study also showed characteristics like high machiavellianism, narcissism, trait anger, type A personality dimensions of achievement striving and impatience/irritability, are also related to job satisfaction.

Narcissism

narcissisticnarcissistnarcissists
The study also showed characteristics like high machiavellianism, narcissism, trait anger, type A personality dimensions of achievement striving and impatience/irritability, are also related to job satisfaction.