Page 23 - eBOOK ORGANISATIONAL BEHAVIOUR FULL REPORT (eISBN)

2.5 Causes of Job Satisfaction

There are many contributing reasons or factors to whether an employee feels satisfied or
dissatisfied with his/her job. Research has proven that an employee who enjoys his/her work

will correspondingly have a high job satisfaction level. Therefore, organizational leaders and

employers have invested in many ways to ensure that employees are happy at work. Among

the factors affecting employees' job satisfaction are:

a) The nature of the job

b) Employee involvement

c) Salary and benefits
d) Opportunities for promotions (within the organization)

e) Supervisors and managers (whom the employees deal with)

f) Co-workers and office mates (within the organization)

g) Gender and race

2.6 Impact of Satisfied and Dissatisfied Employee at Workplace

Employee responses to job dissatisfaction: What happens when employees like their

jobs, and when they dislike their jobs? One theoretical model—the exit–voice–loyalty–
neglect framework—is helpful in understanding the consequences of dissatisfaction.

Figure 2-2 illustrates the framework’s four responses, which differ along two dimensions:

constructive/destructive and active/passive. The responses are as follows:

● Exit - The exit response directs behavior toward leaving the organization, including
looking for a new position as well as resigning.

● Voice - The voice response includes actively and constructively attempting to improve

conditions, including suggesting improvements, discussing problems with superiors,

and undertaking some forms of union activity.

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