Essay Example on Professional satisfaction has been Examined from time to time








Job satisfaction is one of the most important issues of organizational industrial psychology especially since it is considered to be inextricably linked both to the mental health of the employees and to the interest of the various organizations to achieve high efficiency as well as permanent stable and satisfied staff Although the phenomenon of professional satisfaction has been examined from time to time in various ways the researchers agree that professional satisfaction is a multidimensional concept Therefore a number of definitions have been created One of the first definitions was given by Hoppock 1935 who argues that the concept of professional satisfaction includes a combination of psychological physiological and environmental conditions by which the individual is driven to declare whether or not he she is satisfied of The study of job satisfaction began to involve many researchers of both Human Resource Management HRM and Psychology from the late 19th century and mainly in the 1990s One of the main reasons for intensifying research around this issue is the correlation of professional satisfaction with other behaviors at the workplace and especially the performance of employees One of the most widely used definitions for job satisfaction stems from Locke 1984 Locker 1984 states that professional satisfaction is the pleasant or positive emotional response of the individual to the specific work he performs which stems from the belief that he fulfils his professional values

On the contrary the individual s dissatisfaction with his work stems from the frustration of his work values Locker thus connects the satisfaction and dissatisfaction of each individual with his system of values Scientific research considers that businesses and organizations need to invest in their human resources especially those who are more dependent on human work Wyatt 2001 in its attempt to construct and control the relationship between an index of human resources management practices and policies and the value that shareholders enjoy in each enterprise has concluded that not only is there a positive correlation between some human resources management practices and economic benefits but it is these practices that create an economic benefit An important factor of job satisfaction in the workplace is also the process of transferring the employee to another post and other tasks The general perception is that in most cases relocation causes negative feelings for the employee because it may be associated with dissatisfaction with his past duties and moreover the worker enters a new adjustment process

Of course shift has beneficial effects on job satisfaction when it improves working conditions Research among Norwegian doctors showed an increase in their work satisfaction when a change in their duties led to decongestion in their pressing and demanding program Solberg I et al 2012 Although the importance of the Human Resources HR sector in the progress of enterprises and organizations has been recognized the views on the correlation between job satisfaction and employee performance vary Ostroff 1992 studied the results of a research at school and concluded that teacher behaviour and a sense of job satisfaction were directly related to school performance Cole L 2015 Harter 2002 along with other researchers conducted a survey of 36 organizations finding a positive relationship between job satisfaction of employees and their commitment to work productivity turnover and customer satisfaction Cole L 2015 In another survey Shikdar and Das 2003 found the correlation between employee satisfaction and productivity to be very high suggesting that in a recurrent work incentives are needed

On the other hand Laffaldano and Muchinsky 1985 carrying out a meta analysis of previous surveys concluded that the Satisfaction and Productivity correlation index is low That is the research evidence showed that the satisfied worker is not necessarily productive Another important remark from Locker and Latham 1990 is that the relationship between satisfaction and productivity is reverse It is likely that productivity at work leads to satisfaction But this is overturned by another Callagham and Coldwell 2014 survey conducted among academics and says academics with more work their satisfaction rate is less than the less productive Herzberg was the reporter of the so called theory of the two factors in which he presented a comprehensive motivation theory based on the concept of job satisfaction According to this theory job satisfaction depends on two distinct categories of factors The first category was called hygiene or retention factors and the second motivation factors For the first Herzberg refers to elements that he considers to be self evident in a business while in the second he refers to factors that can produce pleasure and motivation for work by workers At the same time surveys have come to ruin the myth that wages in a job are the most important factor in employee satisfaction The researchers concluded that despite the different theories the relationship of job satisfaction with the pay received by the worker has a marginal correlation Summarizing the international literature and scientific researchers they have been very intensive with research to measure the combination of job satisfaction with specific factors that theory claims to affect the satisfaction of one's work.

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