PYC 4810
Exam Jan/Febr 2020
Questions and Answers
Textbook Page 220 – 226
Explain the concept of job satisfaction, and summarize three major theories of job
satisfaction.
Job satisfaction involves positive or negative attitudes toward one’s work. The 1. dispositional
model of job satisfaction suggests that job satisfaction is a relatively stable characteristic that
stays with people over various situations. 2. Value theory suggests that job satisfaction reflects The three theories
the apparent match between the outcomes individuals desire from their jobs (what they
value) and what they believe they are actually receiving. Finally, 3. the social information
processing model specifies that people adopt attitudes and behaviors in keeping with the
cues provided by others with whom they come into contact.
What is JOB SATISFACTION :
The Definition : job satisfaction Positive or negative attitudes held by individuals toward their jobs.
(PAGE 220 taken from the textbook)
One of the most widely studied topic with regards to workplace attitudes, is that of job satisfaction;
which refers to positive or negative attitudes held by an individual towards their job. A study conducted
in 2009 which evaluated the job satisfaction of thousands of American workers, found that less than half
of the respondents reported that they were satisfied with their job, and this number has only decreased
in recent years. This dissatisfaction can be attributed to several factors :
1. People’s expectations have risen over the years which has made it increasingly difficult for
companies to give employees what they want.
2. The nature of jobs is changing and often people find that jobs have become highly
specialised and narrow, and that they don’t find it especially gratifying.
• Jobs that are least satisfying tend to be the ones that are low-level and require the
most rudimentary skills, while the most satisfying jobs tend to be more creatively
fulfilling and allow workers to have a greater sense of accomplishment because of
these complexities.
, Three major theories of JOB SATISFACTION :
The dispositional model of job satisfaction.
The Dispositional Model proposes that job satisfaction is a relatively stable disposition of an
individual’s characteristics that stay with them through different situations; people who like the job
they are doing at one time, also tend to like the job they may be doing at another time, even if the
jobs are different. Various longitude research conducted over a period of as long as 10 years have found
that people are consistent in liking or disliking their jobs, even though they have had several positions
during that time. Furthermore, research indicates that people who are cheerful and positive most of the
time tend to display higher job satisfaction than those who tend to be “down” and gloomy. The
Dispositional model therefore postulates that Job Satisfaction is influenced by an individual’s disposition
and personality traits and research has also shown that genetic factors play a role in JS. In other words,
some people have an inherent tendency to be positive and satisfied, while others tend to be
dissatisfied. Studies of identical twins has strengthened this genetic hypothesis since findings indicated
that identical twins, who have the same genetic makeup, expressed similar levels of job satisfaction than
did fraternal twins or unrelated persons. It therefore stands to reason that genetic factors influence
job satisfaction. However, these effects are indirect and research suggests that genetics influence
certain aspects of someone’s personality. For example, high or low levels of neuroticism, and positive
or negative affectivity, and that these, in turn play a role in job satisfaction.
Value Theory of Job Satisfaction:
This theory is quite broad and maintains that any factor can be a source of job satisfaction so long as
it is something that people value. The theory suggests that job satisfaction depends primarily on the
match between the outcomes individuals’ value (e.g. pay, learning opportunities, recognition) in their
jobs and their perceptions about the availability of such outcomes. It focuses on the discrepancies
between what people have and what they want in the job setting. If the discrepancies are greater, the
more dissatisfied the person will be with their job. An effective way to satisfy employees according to
this theory is to find out what employees want and give it to them to the extent it is possible. This can
be done through conducting employee surveys.
Social Information Processing Model
This Theory postulates that people’s attitudes towards their jobs are based on information they get from
other people. For example a new employee might have been excited about their new job but soon
realise that after joining the company his/her co-workers are far less enthusiastic about their jobs and
they tell the employee their reasons. Based on this reasons the new employee’s level of satisfaction
also fades and what seemed exciting about the new job seems to be boring. The employee’s attitude
about the job changed because of messages he/she received from co-workers and not because of any
other objective changes in the job. People adopt attitudes and behaviours in keeping with the cues
provided by others with whom they come into contact. The model suggests that managers should be
careful about what they say and must pay special attention to what workers are thinking and feeling
about their jobs.
Exam Jan/Febr 2020
Questions and Answers
Textbook Page 220 – 226
Explain the concept of job satisfaction, and summarize three major theories of job
satisfaction.
Job satisfaction involves positive or negative attitudes toward one’s work. The 1. dispositional
model of job satisfaction suggests that job satisfaction is a relatively stable characteristic that
stays with people over various situations. 2. Value theory suggests that job satisfaction reflects The three theories
the apparent match between the outcomes individuals desire from their jobs (what they
value) and what they believe they are actually receiving. Finally, 3. the social information
processing model specifies that people adopt attitudes and behaviors in keeping with the
cues provided by others with whom they come into contact.
What is JOB SATISFACTION :
The Definition : job satisfaction Positive or negative attitudes held by individuals toward their jobs.
(PAGE 220 taken from the textbook)
One of the most widely studied topic with regards to workplace attitudes, is that of job satisfaction;
which refers to positive or negative attitudes held by an individual towards their job. A study conducted
in 2009 which evaluated the job satisfaction of thousands of American workers, found that less than half
of the respondents reported that they were satisfied with their job, and this number has only decreased
in recent years. This dissatisfaction can be attributed to several factors :
1. People’s expectations have risen over the years which has made it increasingly difficult for
companies to give employees what they want.
2. The nature of jobs is changing and often people find that jobs have become highly
specialised and narrow, and that they don’t find it especially gratifying.
• Jobs that are least satisfying tend to be the ones that are low-level and require the
most rudimentary skills, while the most satisfying jobs tend to be more creatively
fulfilling and allow workers to have a greater sense of accomplishment because of
these complexities.
, Three major theories of JOB SATISFACTION :
The dispositional model of job satisfaction.
The Dispositional Model proposes that job satisfaction is a relatively stable disposition of an
individual’s characteristics that stay with them through different situations; people who like the job
they are doing at one time, also tend to like the job they may be doing at another time, even if the
jobs are different. Various longitude research conducted over a period of as long as 10 years have found
that people are consistent in liking or disliking their jobs, even though they have had several positions
during that time. Furthermore, research indicates that people who are cheerful and positive most of the
time tend to display higher job satisfaction than those who tend to be “down” and gloomy. The
Dispositional model therefore postulates that Job Satisfaction is influenced by an individual’s disposition
and personality traits and research has also shown that genetic factors play a role in JS. In other words,
some people have an inherent tendency to be positive and satisfied, while others tend to be
dissatisfied. Studies of identical twins has strengthened this genetic hypothesis since findings indicated
that identical twins, who have the same genetic makeup, expressed similar levels of job satisfaction than
did fraternal twins or unrelated persons. It therefore stands to reason that genetic factors influence
job satisfaction. However, these effects are indirect and research suggests that genetics influence
certain aspects of someone’s personality. For example, high or low levels of neuroticism, and positive
or negative affectivity, and that these, in turn play a role in job satisfaction.
Value Theory of Job Satisfaction:
This theory is quite broad and maintains that any factor can be a source of job satisfaction so long as
it is something that people value. The theory suggests that job satisfaction depends primarily on the
match between the outcomes individuals’ value (e.g. pay, learning opportunities, recognition) in their
jobs and their perceptions about the availability of such outcomes. It focuses on the discrepancies
between what people have and what they want in the job setting. If the discrepancies are greater, the
more dissatisfied the person will be with their job. An effective way to satisfy employees according to
this theory is to find out what employees want and give it to them to the extent it is possible. This can
be done through conducting employee surveys.
Social Information Processing Model
This Theory postulates that people’s attitudes towards their jobs are based on information they get from
other people. For example a new employee might have been excited about their new job but soon
realise that after joining the company his/her co-workers are far less enthusiastic about their jobs and
they tell the employee their reasons. Based on this reasons the new employee’s level of satisfaction
also fades and what seemed exciting about the new job seems to be boring. The employee’s attitude
about the job changed because of messages he/she received from co-workers and not because of any
other objective changes in the job. People adopt attitudes and behaviours in keeping with the cues
provided by others with whom they come into contact. The model suggests that managers should be
careful about what they say and must pay special attention to what workers are thinking and feeling
about their jobs.
