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    Job Satisfaction Project

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    Esha Kulsoom
    The document discusses several factors that influence employee job satisfaction based on a literature review, including religious beliefs, emotional attachment to their work and colleagues, performing work that matches their interests, age, salary, opportunities for learning and career development, company stability, and job security. Research findings are presented relating each of these factors to levels of employee satisfaction or dissatisfaction. For example, employees are more satisfied when their religious beliefs are respected in the workplace and they have positive relationships with colleagues.

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    Job Satisfaction Project

    Uploaded by

    Esha Kulsoom
    33 views6 pages
    The document discusses several factors that influence employee job satisfaction based on a literature review, including religious beliefs, emotional attachment to their work and colleagues, performing work that matches their interests, age, salary, opportunities for learning and career development, company stability, and job security. Research findings are presented relating each of these factors to levels of employee satisfaction or dissatisfaction. For example, employees are more satisfied when their religious beliefs are respected in the workplace and they have positive relationships with colleagues.

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    The document discusses several factors that influence employee job satisfaction based on a literature review, including religious beliefs, emotional attachment to their work and colleagues, performing work that matches their interests, age, salary, opportunities for learning and career development, company stability, and job security. Research findings are presented relating each of these factors to levels of employee satisfaction or dissatisfaction. For example, employees are more satisfied when their religious beliefs are respected in the workplace and they have positive relationships with colleagues.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    33 views6 pages

    Job Satisfaction Project

    Uploaded by

    Esha Kulsoom
    The document discusses several factors that influence employee job satisfaction based on a literature review, including religious beliefs, emotional attachment to their work and colleagues, performing work that matches their interests, age, salary, opportunities for learning and career development, company stability, and job security. Research findings are presented relating each of these factors to levels of employee satisfaction or dissatisfaction. For example, employees are more satisfied when their religious beliefs are respected in the workplace and they have positive relationships with colleagues.

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    Literature review:

    Satisfaction on a religious basis:


    During the research, it was recognized that many employees are
    satisfied because of religious affection. Muslims are satisfied with
    working in those organizations where the system is based on Islam. This
    makes them happy and satisfied with their workplace. They believe that
    in the firm nothing can happen beyond Islam. Their faith and beliefs
    would be respected. Human rights are safeguarded properly. [ CITATION
    DRG20 \l 1033 ]. Providing the employee's freedom for their religion they
    want to join is also the cause of satisfaction. Because they know that
    their faith and beliefs wouldn't be threatening.[ CITATION RHo35 \l 1033 ].
    Emotional adjustment in job areas:
    Most of the employees have been recognized that they are emotional
    attached to their jobs. Emotionally attached people are those whose
    tenure got so prolong. Therefore, we can say that these are old
    employees. Employees are experiencing good times because they are
    emotionally attached to the organization. They have passed a long time
    with their jobs. That is the main reason for their satisfaction. They are
    very well familiar with the environment of the working place. [ CITATION
    BAz11 \l 1033 ].

    .
    Employees relationship with the nature of work:
    In this, it has been seen that area of interest is so much important. The
    work or task employees performing are of their interest are not. By
    different research, it has been observed that most of the employees are
    satisfied if they are performing jobs task according to their interest.
    [ CITATION AHB51 \l 1033 ].
    Furthermore, the employees performing jobs beyond their interest are
    dissatisfied or unhappy. It has been seen that the dissatisfied
    employees are doing the job because they have the burden of their
    family. There is also the chance that they are suppressed by some
    situation and reason.
    Age factor
    Age factor plays a very important role in job satisfaction. According to
    research the employees who are teenagers or we can say that going to
    universities are doing the job for the sake of their interest and fulfill
    their needs as well. So, they would be more satisfied because they
    don’t have much more responsibility as compared to that person or
    employee who must earn for the livelihood of their family. [ CITATION
    VSc83 \l 1033 ]Teenagers are much more satisfied because they are not the
    slaves of status fame and money because they are the beginners, and
    they are eagerly passionate to learn more and more things.
    Attractive fixed salary:
    In Net Sol technology company, it has noticed that many employees are
    psychologically happy just because of their fixed salary. The company is
    financially stable so that there is no chance for the company downfall.
    This is the reason for an employee’s satisfaction.[ CITATION PES77 \l 1033 ].
    Moreover, they know that they will get their salaries on time at the end
    of the month. That makes them more motivated towards their work.
    And they able to perform their task more efficiently and effectively.
    Relationships with other colleagues:
    the social circle in that we are working is so much important and has a
    great impact on our behavior and moods. We are happy there when
    there is peace in the environment. But the violence on the other hand
    causes dissatisfaction and unhappiness. By the research, it has seen
    that many employees are satisfied and attached to their workplaces
    because they are emotional attached to the other employees working
    in it. So, having a positive relationship with other employees is so much
    imperative.[ CITATION EEL67 \l 1033 ]
    Therefore, it also becomes an important factor for the employees to
    keep them satisfied at their workplaces.

    Learning and career development:


    Every employee has a purpose and goal for performing that job. If they
    see that there is a career development, and they will get more
    experience it become the factor of their satisfaction. Because after
    getting better experience and learning they have more opportunity to
    have more success and promotion.
    Companies stability:
    Company stability has great significance. A stable company can easily
    fulfill the needs and requirements of the employees by providing them
    a healthy environment and clean building. Proper maintenance of
    things and the new technology modernization is helpful for employee
    satisfaction. They will do their work passionately with no hurdle and
    obstacles.
    Job security:
    Job security has a great relationship with job satisfaction. Because
    employees know that there is no rule of dictatorship. Proper warning
    with evidence is only the way to terminate the employee. But no one
    can do inequality.
    Psychological capital relationship with job satisfaction:
    The concept of phycological capital is made up of the four element is
    hope, efficacy, resilience, optimism. We are here understanding the
    question by keeping the two perspective in mind. Psychological capital
    can be defined as a person’s positive psychological growth and it can be
    divided into four categories including self-efficacy which is defined as a
    confident attitude to fulfill challenging tasks, optimism defined as an
    acknowledgement to succeed consistently in every phase of life,
    showing hope by not only remaining determined towards target but
    finding new ways to achieve goals, to remain resilient in goal
    achievement even when faced with difficult or unwanted situations.
    In this, we are studying the job satisfaction effect based on Pyscap. We
    are here searching about people that are satisfied by keeping in mind
    confident attitude of the people. We are searching for that reason in our
    research proposal that who is the best alternative for our questioner
    finding the main target of satisfaction in the research work.
    We have noticed the unwanted situation while making the research.

    strongly agree neutral disagree strongly


    agree disagree
    religious 20 15 10 2 1
    bases
    emotional attachment 20 20 2 2
    relationship 30 40 4 3 3
    with
    colleagues
    Psycap basis 40 60 5 5 0
    age factor 10 50 15 9 5
    attractive 50 40 12 10 3
    fixed salary
    learning 20 30 10 12 4
    career
    developmen
    t
    Companies 5 6 20 13 2
    stability
    job security 6 10 25 9 1

    Chart Title
    70
    60
    50
    40
    30
    20
    10
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    es t
    ue
    s is or ry t
    ili
    ty ity
    as en g ba
    s ct la en ur
    sb m a p fa sa pm tab e c
    u he le a e ed lo s s
    io a c co yc ag fix e es jo
    b
    li g tt it h Ps e ev ni
    re a la w tiv e rd pa
    p c m
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    em ti ng
    l a ni
    re ar
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    strongly agree agree neautral disagree strongly disagree

    References
    Aziri, B. (2011). management research and practice .

    Brafield, A. (1951). Journal of applied physocology .

    EE LAWLER III, L. P. (1967). Industrial relations: A journal of Economy.

    Glerum, D. (2020). Essential of job attitudes . Routledge publishers .

    Hoppock, R. (1935). job satisfaction. Harper.


    Spector, P. (1977). Sage publication .

    V Scarpello, J. C. (1983). personnal Phycology . Wiley Online Library.

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