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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
Increment in job satisfaction is an important factor that helps in reduction of
turnover and absenteeism, but before doing this; the responsible person must be aware of
the factors that influence job satisfaction (Lembert, Hogan and Barton, 2002). When
employees are not treated and rewarded equally, they become dissatisfied with their jobs.
To achieve a high level of job satisfaction, organizations should treat all the deserving
employees equally. As it is human nature that they perform well when their effort is
recognized.
As Alqashan and Alzubi (2009) stated that unequal treatment and recognition
issue is a cause of employee‘s dissatisfaction. Job satisfaction has a close relationship
with the quality of life (Tsang & Wong, 2005). Income level is one of the most important
factors that affect job satisfaction (Sur et al., 2004). There is a strong relationship
between job satisfaction and absenteeism (Trevor, 2001). Job satisfaction is effected by
two factors one is individual (intrinsic) and other is organizational (extrinsic) factors
(Castle, 2008). An employee might be feeling dissatisfied with the job due to both
factors. Organizational factors include; working environment, relationship with peers,
work stress etc. while individual factors include; work family conflicts, flexible working
hours etc. So while finding out the determinants of job satisfaction both of these should
be kept in mind.
Information about the organization plays an important role in job satisfaction
(Addae & Parboteeah, 2006). Job insecurity negatively affects job satisfaction
(Chirumbolo & Hellgren, 2003). When employees are not in a state where the job
security is ensured to them then it would have a negative impact on job satisfaction. Job
security is an important determinant of job satisfaction. If the company involves the
employees in policy making and policies are possibly in favor of employees then turn
over will be reduced and there would be satisfaction among the employees.
There is a strong relationship between working environment and job satisfaction
(Sahibzada, Hammer, Neal and Kuang, 2005). Employees working in public sector
organizations have a high level of job satisfaction as they are satisfying their needs and
desires, as the environment is less compatible so employees do not go for turnover
(Bright, 2008). Proper supervision and appropriate working conditions lead to a high
level of job satisfaction (Koustelios & Tsigilis, 2005). If employees are provided proper
supervision and their working conditions are satisfactory then job satisfaction will be
increased. When employees are highly motivated, their level of job satisfaction is also
high (Demmer, 2002).
Job satisfaction is related with task satisfaction if an employee is satisfied with his/her
task then he/she is also found to be satisfied with the job (Mason and Griffin, 2002).
Satisfaction has a strong relationship with organizational commitment (Lambert, 2004).
While observing the cases of absenteeism and turnover, 55 percent were due to job
dissatisfaction (Lee et al., 1996).
Employees with low satisfaction with their jobs are more probable to quit their
jobs (Tet & Meyer, 2010). Employees having a low level of job satisfaction are expected
to leave their jobs within a year (Castle, Engber and Anderson, 2007). If level of job
satisfaction is increased turnover is likely to reduce (Castle, Engber and Anderson, 2007).
Employees with low level of inherent job satisfaction and compensation (reward etc) are
less likely to switch to another job (Tang, Kim and Tang, 2000).
COPY RIGHT © 2011 Institute of Interdisciplinary Business Research 111
JANUARY 2011
VOL 2, NO 9