There are four job satisfaction theories, including affect theory, dispositional theory, two-factor theory, and job characteristics model. The affect theory suggests job satisfaction depends on the gap between expectations and reality, while dispositional theory focuses on personality. Two-factor theory identifies motivational and hygiene factors, and the job characteristics model lists five characteristics that influence job satisfaction.
There are at least four different job satisfaction theories, each purporting to shed light on and explain how people find fulfillment and satisfaction in their occupations. The emergence of these theories expresses the thought that jobs are perceived not only as a means of earning a living, but also as an important extension of a person’s identity and, therefore, of his or her happiness. It is also observed that people who have a high level of job satisfaction tend to be more productive and successful in their chosen careers. Some common job satisfaction theories include affect theory, two-factor theory, dispositional theory, and the job characteristics model.
Among the theories of job satisfaction, probably the best known is the “Range of Affect” theory, or simply the theory of affects. The principle behind this theory is that a person’s job satisfaction can depend on two factors: the expectations he has for a job and the actual things he will get in that job. The smaller the gap between these two, the greater the chances that he will be satisfied in his work. The Affect Theory also states that a person prioritizes one aspect of the job more than the other aspects and that a certain aspect can affect their satisfaction. For example, an employee prioritizes social connections with his coworkers, and if this factor is adequately addressed, he may experience greater job satisfaction.
The dispositional theory is also a prominent theory in the subject, and among other recognized job satisfaction theories, it is probably the only one that focuses exclusively on a person’s natural disposition. This theory states that one’s personality is a determining factor in the level of satisfaction a person gets from work. From example, an introverted person who may be prone to have lower self-esteem may experience low job satisfaction. A person, however, who has an internal locus of control and believes that he is the captain of his own ship may have a higher level of job satisfaction.
One of the theories of job satisfaction, called the Two Factor Theory, indicated two factors that could satisfy and dissatisfy an employee in his job. The first factor would be the motivational factors that would encourage an employee to have better job performance and as a result, achieve satisfaction. These factors can include job promotions, bonuses, and public recognition. The other factor would be hygiene factors, which are not necessarily motivating, but would lead to dissatisfaction if they were inadequate. Examples of these might be non-financial employee benefits, company policies, and the general workplace environment.
Another theory is the job characteristics model, probably one of the most job satisfaction focused theories used. This model lists five characteristics of a job that can influence a person, three of which – skill variety, task identity, meaning of the job – can influence an employee’s perception of how meaningful the job is. The fourth characteristic would be “autonomy”; the more independence an employee has, the greater the feelings of responsibility. The last factor is feedback or evaluation, which highlights how well an employee performs her duties.
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