Job Satisfaction: How People Feel about Their Jobs and how it Affects Their Performance
C. J. Cranny, Patricia Cain Smith, Eugene F. Stone
Lexington Books, Jan 1, 1992 - Business & Economics - 296 pages
In this era of frequent corporate restructuring and rapid technological change, successful companies must have employees who are open to innovation and to changing roles, and are able to work together productively. Research shows that employees most likely to be adaptable, cooperative, and productive are those who are satisfied with their jobs. Therefore, it is essential that leaders of American business understand how to enhance job satisfaction within their organizations.
In Job Satisfaction, top academic researchers in the field share state-of-the-art information on creating job satisfaction, its resulting benefits, and the risks of having too many employees who are dissatisfied with their jobs. As they show, job satisfaction is also an extremely useful predictor for management. An employee's level of job satisfaction is the single most important piece of data a manager or organizational psychologist can have to predict an employee's rate of absenteeism, decision to resign or retire, desire for union representation, or level of psychological withdrawal.
Before they can enhance job satisfaction, managers must understand its components. Research demonstrates that an employee's level of satisfaction is based not only on events in the present and past, but also on his perceptions of the future. Foreseeing future opportunities for advancement, for increased pay, for participation in decision-making, or for networking lead to a high level of job satisfaction. In fact, the authors reveal, perceiving future opportunity can actually be more motivating than actually receiving a raise, getting promoted, or being given additional responsibilities.
Job Satisfaction dispels the notion that job stress necessarily leads to dissatisfaction, and shows how an organization should focus on increasing satisfaction rather than just reducing stress. It is especially important for managers to stimulate job satisfaction by improving their employees' sense of achievement through making tasks and their objectives clear, as well as giving feedback.
Academics and managers alike will find Job Satisfaction a source of new and useful information for understanding and enhancing satisfaction on the job.
What people are saying - Write a review
We haven't found any reviews in the usual places.
Academy of Management action Ajzen analysis Applied Psychology assessed Behavior and Human blood pressure Bowling Green catecholamines chapter cognitive concept construct coronary heart disease correlations cortisol coworkers Dawis demand characteristics effects empirical employees environment example facets factor analysis first-order factors Fishbein goal Guzzo havior Hulin individual industrial and organizational interventions Ironson James job attitudes job characteristics job dissatisfaction job stress Journal of Applied Katzell Lawler Locke Lofquist measures of job meta-analysis Minnesota motivation need satisfaction need-satisfaction models Occupational opportunities organization Organizational Behavior organizational psychology outcomes overall job satisfaction P-E fit perceived perceptions person prediction predictors Questionnaire reinforcer relationship between job responses role Roznowski Salancik and Pfeffer sample Sandman satis satisfaction and performance scale Smith social social psychology specific behaviors supervisor theoretical theory tion turnover University University of Minnesota variables variance Vocational Weiss withdrawal workers