How to Measure Job Satisfaction
It
is very difficult to measure job satisfaction of the employees at their
workplaces. However, there can be certain guidelines or benchmarks which can be
used to measure the job satisfaction at employee level. According to the
research studies of Furnham (2012), there were 5 key factors which can be
useful in measuring job satisfaction. They were recognized as total pay, type
of work performed, promotions, interaction with other co-workers, and the
mutual relationship with the supervisors. However, the fact of paying high
scale salaries will not always increase job satisfaction of an employee.
Sometimes, the working conditions, environment, and the other facilities are
not as expected of this employee. As a result, the job satisfaction will be
lesser than how it should be when using measurement criteria. The interaction
with colleagues, and the help provide by them do matter in many situations to
increase the job satisfaction (Grigoroudis and Siskos, 2009).
As
declared by Stride et al (2008), the measurement of job satisfaction can be
categorized into 3 different methodologies called as single question, global
measurement, and facet measurement. However, as per the analysis of Hersen, 2004 , there are some limitations or
the issues in using these kinds of measurement techniques. A use of multiple
scores will lead to more conflicts in finding a suitable answer whereas; a
single question would question the reliability and validity of the score
derived by the author. Moreover, there can be cultural issues across different
geographical segments and continents.
Further
researches carried out by Svyantek and McChrystal (2007) indicated that the
job satisfaction depends upon the age of the employee. There were approximately
5,000 UK employees used for the research, and the results were quite
astonishing. The relationship between the jobs satisfaction and the age looks
like a “U” shape curve. It means, the highest satisfaction comes at the young
age, and it drops to somewhat during the age 20-30. Thereafter, it again starts
to picking up in the age of 40-50. This is may be due to the lack of
expectations at the older age compared with the younger age.
However,
the as a conclusion, it is difficult to
measure job satisfaction in the modern era. It is because; the organizational
nature, systems, and procedures are complex and cannot establish a standardized
model or formula to measure job satisfaction of the employees. Furthermore, the
modern generation employees are not easily satisfied with what they have (Herzberg, Mausner, and
Snyderman 1959).
They
also want more facilities, more increments, and more benefits. In company
perspective, it is good in some cases where organizational growth is mandatory
to sustain the business. At the same time, sometimes it will lead to conflicts
between the employees and management. As a result, employees will leave the
company after working for a shorter duration and it creates some sort of a
skill gap within the company ( Pastor and Mayo, 2008).
Summary
Frameworks
such as Maslow’s Hierarchical Theory, and Herzberg’s Motivational Theory were
immensely helpful in determining the factors which enhance the job satisfaction
of the employees working for an organization.
However,
it is important to customize some of the features when applying into the real
time organization case study. This is because the organizational structure,
company policies, and standards have been different from one company to
another. Through the literature review, author could identify key reasons for
job satisfaction and, observations mentioned below.
References
Furnham, A., (2012). The Psychology of behaviour at work: the individual in the
Organization, 2nd Ed,
USA: Psychology Press
Grigoroudis, E., and Siskos, Y., (2009). Customer Satisfaction Evaluation: Methods for
Measuring and Implementing Service Quality, New York: Springer Science
& Business Media
Hersen, M., (2004). Comprehensive Handbook of Psychological Assessment, Industrial, and
Organizational Assessment, Vol 4, New Jersey: John Wiley & Sons
Herzberg,
F., Mausner, B. and Snyderman, B.B. (1959), The Motivation to Work, John Wiley
& Sons, New York, NY.
Pastor,
J.C. and Mayo, M. (2008), “Transformational
leadership among Spanish upper echelons. The role of managerial values and goal
orientation”, Leadership & Organization Development Journal, Vol. 29
No. 4, pp. 340-58.
Stride, C., Wall, D., and Catley, N.,
(2008). Measures of Job Satisfaction,
Organizational Commitment, Mental Health, and Job related well-being: a
benchmark manual, New Jersey: John Wiley & Sons
Svyantek, J., and McChrystal, E., (2007).
Refining Familiar Constructs: Alternative
views in OB, HR, and I/O, USA: IAP
This comment has been removed by the author.
ReplyDeleteAgreed on the post, There are many reasons for measuring job satisfaction. For example, a company can measure job satisfaction over time to assess employees' attitudes or responses to new policies or organizational interventions. Assessing job satisfaction may also help diagnose and determine the work aspects of employee dissatisfaction. The last example is that companies can predict other important attitudes or behaviors by measuring job satisfaction (for example, job change). In all cases, a useful measure is important(Schermerhorn, Osborn, Uhl-Bien and Hunt, 2011)
ReplyDeleteAgreed, as you have mentioned there are many reasons available for job satisfaction and also company able to understand the satisfaction/dis-satisfaction by assessing them.
DeleteAgreed Sahan, Hoppock defined job satisfaction as any combination of psychological, physiological and environmental circumstances that cause a person truthfully to say I am satisfied with my job (Hoppock, 1935).
DeleteEmployee satisfaction is the feeling one has towards his organisation. It may vary from person to person depending on age, location, sex, income and many more. This is where Maslow's need theory plays an important place which in details tells how important an employees needs are from time to time (Bodur, 2002)
ReplyDeleteAgreed, there are many reasons available for job satisfaction from person to person. Mostly employees are comparing monthly take-home salary and the other benefits that provide the companies.
DeleteAgreed Shakir, further researches indicated that the job satisfaction depends upon the age of the employee (Svyantek and McChrystal, 2007) .
DeleteHi Dumindu, an interesting topic. As mentioned by Aziri (2011) the importance of job satisfaction cannot be stressed enough and is truly realized when the consequences of job dissatisfaction are observed, such as lack of loyalty and increased number of accidents. An assessment of job satisfaction can be a helpful indicator of employee effectiveness and organizational activities (Aziri, 2011).
ReplyDeleteYes, agreed. Till the employee face any dissatisfaction, the employee satisfies with the given benefits. Also employees look for new opportunities based on the new skills and qualifications that they earn through training/workshop, after that they compare their job with colleagues salary and benefits for unhappiness in current designation/role.
DeleteAgreed Jehan, job satisfaction is closely linked to that individual's behavior in the work place (Davis et al.,1985).
DeleteHi Dumindu, "You can not have happy customers served by dissatisfied workers" says Heskett et al., (1997) that Job Satisfaction and productivity have a strong correlation with each other as Wilkinson & Wagner (1993) notes that "Happy employees are more productive than less productive employees."
ReplyDeleteYes, agreed. Dissatisfied workers can not serve happy customers. Also happy (satisfied) employees provide their fullest support to a company where unhappy (unsatisfied) employees not working for the success of a company.
DeleteHi Dumidu, thank you for sharing this detailed critical analysis on how job satisfaction can be measured. Aziri (2011) highlights two commonly used techniques for measuring job satisfaction; Minnesota satisfaction questionnaire and Job description index. As you have mentioned on your conclusion, it's critical that the organization reviews and customizes these tools to best suit their business environment. This way the organization would be able to effectively identify and address any issues related to the job satisfaction levels of it's employees.
ReplyDeleteAgreed Nadeeranga. Also the measurement of job satisfaction can be categorized into 3 different methodologies called as single question, global measurement, and facet measurement (Stride et al, 2008).
DeleteAgreed on the article dumindu, While adding Finding out the employees are happy and committed to working is an achievement where organization rapidly increase productivity and reduce the employee turnover. Customer loyalty often depends on staff loyalty which organization have more keen to keep employee satisfied to create employee loyalty (Ziri,2011).
ReplyDeleteAgreed Nayani, job satisfaction is closely linked to that individual's behavior in the work place (Davis et al.,1985).
DeleteThis comment has been removed by the author.
ReplyDeleteAgreed, Further Job satisfaction will allow understanding how the employees feel about their job and it will forecast of work behavior. Measuring the level of satisfaction of employees, organization should work towards to increase the level of happiness where it could benefit back with high job commitment of employees(Okpara et al., 2005).
ReplyDeleteYes, agreed Yohan. Job satisfaction represents a combination of positive or negative feelings that workers have towards their work. Positive and favorable attitudes towards the job indicate job satisfaction. Negative and unfavorable attitudes towards the job indicate job dissatisfaction (Armstrong, 2006)
DeleteThe organizational commitment, job content and job involvement have direct effect on job satisfaction. The quality of work life, organizational climate, job involvement and organizational commitment have also positive effect on job satisfaction. The salary, the promotion policy of the company, the attitudes of the co-workers, the physical and mental stress levels involved, the working conditions, the interest and challenge level are related the job itself (Nabi et al., 2017).
ReplyDeleteAgreed Radchika. Also it is difficult to measure job satisfaction in the modern era because the modern generation employees are not easily satisfied with what they have (Herzberg, Mausner, and Snyderman, 1959).
DeleteJob satisfaction is one key factor which drives an organization in the path of success. As Aslan (2017) states, mostly the employed are satisfied with their jobs when they are paid higher salaries at the end of the month and when they will know they will receive the same salary the next month- Job security. Along with them, satisfactory work environment and less pressure from management has been identified as factors affecting the job satisfaction.
ReplyDeleteAgreed Shan. Job satisfaction represents a combination of positive or negative feelings that workers have towards their work. Positive and favorable attitudes towards the job indicate job satisfaction. Negative and unfavorable attitudes towards the job indicate job dissatisfaction (Armstrong, 2006)
DeletePartially Agreed, Before measuring the job satisfaction of the employees, managers should get information about the daily contacts and existing data related to the employee. Managers should have contact with their employees through constant interaction and communication (Collins, 2016)
ReplyDeleteNot only the interaction and communication. There were 5 key factors which can be useful in measuring job satisfaction. They were recognized as total pay, type of work performed, promotions, interaction with other co-workers, and the mutual relationship with the supervisors (Furnham, 2012).
DeleteAgree with your comments, therefore measuring job satisfaction as a central dimension for health and well-being in the workplace is critical to setting appropriate management decisions for improving health and performance therefore, measuring various aspects of job satisfaction helps in a more accurate understanding of job satisfaction in studies as well as more effective measures in industries (Lepold, Tanzer, Bregenzer and Jiménez, 2018).
ReplyDeleteHi Dumindu, a valid post. According to DeCarufel & Schaan (1990), if the workers are interested in their jobs, they cannot live without the job, like eating and breathing and will highly involve in every part of it.
ReplyDeleteAgreed Thilana. Measuring job satisfaction in the modern era is not easy because the modern generation employees are not easily satisfied with what they have (Herzberg, Mausner, and Snyderman 1959).
Delete