Affect theory of job satisfaction

Evaluation[ edit ] Hulin and Judge have noted that job satisfaction includes multidimensional psychological responses to an individual's job, and that these personal responses have cognitive evaluativeaffective or emotionaland behavioral components. 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.

Affect theory of job satisfaction

We now outline each factor and the main evidence for each. Engaging work The job characteristics model claims that job satisfaction is largely determined by how engaging the job itself is. The model breaks engagingness into five main variables: The job characteristics model has been studied extensively, including by several meta-analyses.

Empirical evidence, however, has suggested only one clear attribute of the work itself that consistently influences job satisfaction — the cognitive challenge of the work. The empirical data suggest that intrinsic job characteristics are the mostly consistently significant situational predictor of job satisfaction.

A meta-analysis found that Growth Need Strength GNS moderated the relationship between the five job characteristics and job satisfaction. Note that even this is still a moderate relationship. For example, mood could be a third variable that explains the correlation.

Nevertheless, the model is grounded in well-supported theories of motivation and well-being; it provides causal explanations of how the factors lead to job satisfaction; and it has been subject to a high degree of scrutiny for several decades — so if there were obvious confounders or problems with it, it is likely that these would have been uncovered by now.

It is measured using this question: Richard, Affect theory of job satisfaction Greg R.

Nature of job

An instrument for the diagnosis of jobs and the evaluation of job redesign projects. The empirical evidence shows that high task significance is one of the best predictors of job satisfaction. Jobs that involve helping others do in fact score very well on job satisfaction rankings, as was found in the General Social Surveys conducted in the US from with 50, respondents: Altruism results in deeper and more positive social integration, distraction from personal problems and the anxiety of self-preoccupation, enhanced meaning and purpose as related to well-being, a more active lifestyle that counters cultural pressures toward isolated passivity, and the presence of positive emotions such as kindness that displace harmful negative emotional states.

It is entirely plausible, then, to assert that altruism enhances mental and physical health. Experimental evidence There is evidence from randomized controlled trials that performing acts of kindness increases your happiness. There is a fair amount of theoretical support for the claim that being good at your job will lead to higher job satisfaction.

The job characteristics model also has knowledge and skills as a moderator of the effect of job characteristics on job satisfaction. Work with people you like Like having a sense of meaning and achievement, satisfying personal relationships are also a key component for a fully satisfying life in almost every theory of human needs and well-being such as Self-Determination Theory and PERMA.

Therefore we would expect social support and liking your colleagues to lead to job satisfaction. This is also confirmed by empirical research.


One note is that people vary in who they like, so this factor of job satisfaction will mean different jobs are better for different people. One well-studied effect is that your degree of similarity with someone — the more similar you are on almost any dimension — physical appearance, attitudes, personality, interpersonal style, cultural background the more likely you are to like them.

Meets your basic needs 1. Reasonable hours Very long working hours crowd out your ability to take care of your non-work life, which could make you less happy, and make you more likely to perceive your job as conflicting with your other goals and needs.

Not being able to meet your non-work obligations is also likely to lead to stress.

Affect theory of job satisfaction

This claim receives some support from two large surveys. The British Household Panel Survey, of roughly 10, individuals, found that long hours were associated with lower job satisfaction.

There is also theoretical support for this: Short commute We would expect a long commute to be detrimental to life satisfaction for the same reasons as long hours are, and in addition, long commutes tend to be unpleasant in themselves and hard to use productively.

The worst effects were associated with journey times lasting between 61 and 90 minutes. Also taking a bus or coach was found to be the worst mode of transport for commuting.

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Fair pay Earning less than others doing the same or similar job seems to cause job dissatisfaction and lower happiness. This has been confirmed in correlational studies Clark and Oswald, ; Hamermesh, for job dissatisfaction, Frey and Stutzer, ; Luttmer, for happiness.

But a clever experimental design was used to control for confounding variables.Factors Affecting Job Satisfaction January 13, By Palistha Maharjan Job satisfaction is a result of employees’ perception of how well their job provides those things which are viewed as important.

In the modern era, organizations are facing several challenges due to the dynamic nature of the environment. One of the many challenges for a business is to satisfy its employees in order to cope up with the ever changing and evolving environment and to achieve success and remain in competition.

Job satisfaction 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.

Job satisfaction can be measured in cognitive (evaluative), affective . not job dissatisfaction but, rather, no satisfaction; and the opposite of job dissatisfaction is not job satisfaction but no satisfaction’ (Herzberg, ). This theory states that job satisfaction and dissatisfaction is a product.

Page 1 Job Satisfaction: What is it? Why is it Important? How Can you Get it? by Kevin Scheid The issue of job satisfaction, what it is and why it is important, brings.

Affect theory of Job satisfaction Edwin A. Locke’s Range of Affect Theory () is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job.

Job Satisfaction - Models of Job Satisfaction - Affect Theory