Job

  A lot  of  research  have  dealt  with  establishing  a  link  between  work  performance  and  job  satisfaction. However  some  think  thank  when  one e enjoys  the  kind  of  job  he/ she is  doing  this  will  lead  to  higher  productivity. Job satisfaction is highly related with overall happiness of an individual. Resechers  are  interested  in the relationship  between  job  performance  and  job  satisfaction because  they  believe  job  satisfaction  has  general  beneficial  effects including  the performance  of  an  individual  at  work. This can be established through measuring job satisfaction through simple questionnaire. After collecting  data,  measurements are done  through  a  set  of  scale used  to  measure  different  job satisfaction components. These components  include,  skill  variety,  task  significance,  task  identity,  feedback  from  the agents, autonomy and  how  to  deal  with  colleagues. The  researchers  are  interested  in  looking  for  a  job  designs  and  characteristics  that are  determinants  to  job  satisfaction.

Findings  of the components  of  job  satisfaction  which  would  show  that  workers are more  interested,  have  significant work,  and  they  receive  feedback  are  aspects  which  improves  satisfaction.  Other  aspects  include,  job  security,  working  group,  pay  and  promotion .  Such aspects play the key role in determining performance -satisfaction relationship (Rainey, 2009, p 301)    Organizational psychologists suggest ways of increasing employee satisfaction.  These aspects  include  supervision,  payment  of  good  salary  depending  on  the work  level  and at  the right  time,  proper  inter personal  relations, supportive  administrative  and  company  policies and  good  working  conditions. Motivation also leads to work satisfaction.  This  is  through setting  goals and  objectives  which  will  act  as the driving  force. Employees will also appreciate recognition of effort and time.  They have  to be  given  responsibility  in  decision  making  and  problem  solving(Noe, 2005. p  67)

Reference

Rainey, H (2009) Understanding and Managing Public Organizations
Edition 4, Publisher John Wiley and Sons, p 301

Noe, Raymond A. (2005). Employee Training and Development, Third Edition

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