Settings, related to the personnel job satisfaction and devotion to the company, are presenting special interest for the theory of organizational behavior and practice of human resource management.

What is job satisfaction once more?

Lock gives a following detail definition of job satisfaction Job satisfaction is a result of the very employees perception of the fact for how much their job provides important, from their viewpoint, things.

1. Job itself. The extent, in which job gives people interesting assignments, opportunities to perceive new, experience responsibility feeling for the job laid upon.

2. Payment. The sum of money reward, which is paid for the job, and that in which way the given sum corresponds to reward, receiving by other organization member.

3. Promotion possibilities. Career promotion opportunities.

4. Management. T he capacity of a head to provide as technical, as moral support.

5. Colleagues.

Factors influencing on Job Satisfaction

There are the main factors influencing on Job Satisfaction below:

Direct affect on job satisfaction makes the very nature of work groups. Benevolent, ready to come to help colleagues are personally a certain source of job satisfaction feeling for any individual. Working group serves for a single office worker is a source of support, comfort, advice and enjoyment from the very job. A “good” working group fosters a gaining of a greater joy and pleasure from job. On another hand, when the opposite situation is observed, i.e. when it is hard to get along with the people, the given factor imposes negative impact on job satisfaction.

Job satisfaction is presented desirable as from a viewpoint of a single employer as society in total.

References

Terence R. Mitchell and James R. Larson, Jr. People in Organization , 3d ed., McGraw-Hill, New York, 1987, p.146

P. C. Smith, L. M. Kendall, and C. L. Hulin, The Measure of Satisfaction in Work and Retirement , Rand Mc Nally, Chicago, 1969.

, September 1992, pp. 99-118.

Jane Ciabattari, “The Biggest Mistake Top Managers Make”, Working Woman , October 1986, p.48

, December 1984, pp.777-792.

, September 1992, pp.55-76.

Dec.22, 1987, p.1.

Katharine I. Miller and Peter R. Monge, “Participation, satisfaction, and Productivity: A Meta-Analytic Review”, Academy of Management Journal , December 1986, p.748.

Herbert Parnes, Gilbert Nestel, and Paul Andrisiani, The Pre-Retirement Years: A Longitudinal Study of the Labor Market Experience of Men, vol.3, U.S. Government Printing Office, Washington, D.C., 1973, p.37.

C. W. Clegg, “Psychology of Employee Lateness, Absenteeism, and Turnover: A Methodological Critique and an Empirical Study: Journal of Applied Psychology , February 1983, pp.88-101.

D. W. Organ, Organizational Citizenship Behavior: The Good Soldier Syndrome , Lexington Books, Lexington, Mass., 1987