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The Psychology of Work
PYC4810 Assignment 1 (5 POSTERS COMPLETE ANSWERS) 2025 - DUE 15
May 2025; 100% TRUSTED Complete, trusted solutions and explanations..
Ensure your success with us..
1. As the student psychologist, your employer requests you to investigate
the employees’ unhappiness. Therefore, you decided to commence the
investigation by using Value theory of job satisfaction. Substantiate the use
of Value theory to understand employees’ unhappiness in the company.
Please support your reasoning with literature and use at least three sources
(). [5]
The Value Theory of Job Satisfaction, proposed by Locke (1976), suggests that job satisfaction
arises when employees perceive that their job provides them with the values they consider
important. When there is a misalignment between what employees value and what their job
offers, dissatisfaction occurs (Judge & Klinger, 2008). Applying this theory to investigate
employees' unhappiness in a company can be justified in the following ways:
1. Identification of Value Discrepancies: The theory helps to pinpoint the specific aspects
of work (e.g., salary, work-life balance, recognition) that employees find lacking or
misaligned with their expectations (Herzberg, 1966).
2. Subjective Nature of Satisfaction: Unlike universal theories, Value Theory recognizes
that employees prioritize different values. One employee may value career growth, while
another may prioritize job security (Judge, Weiss, Kammeyer-Mueller, & Hulin, 2017).
3. Understanding Motivational Triggers: By assessing which unmet values cause
dissatisfaction, targeted interventions (such as salary adjustments, recognition programs,
or flexible work policies) can be implemented to improve job satisfaction (Locke, 1976).
4. Predicting Job Commitment and Performance: Studies indicate that employees who
experience high value congruence with their job are more committed and productive,
whereas dissatisfaction can lead to absenteeism and turnover (Kristof-Brown,
Zimmerman, & Johnson, 2005).
Thus, Value Theory serves as an effective framework to understand and address employees’
unhappiness by identifying gaps between job conditions and personal work values.
References
Herzberg, F. (1966). Work and the nature of man. Cleveland: World Publishing.
Judge, T. A., & Klinger, R. (2008). Job satisfaction: Subjective well-being at work. The
Science of Subjective Well-Being, 393-413.
, Judge, T. A., Weiss, H. M., Kammeyer-Mueller, J. D., & Hulin, C. L. (2017). Job
attitudes, job satisfaction, and job affect: A century of continuity and change. Journal of
Applied Psychology, 102(3), 356.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of
individuals' fit at work: A meta-analysis of person–job, person–organization, person–
group, and person–supervisor fit. Personnel Psychology, 58(2), 281-342.
Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.),
Handbook of industrial and organizational psychology (pp. 1297-1349). Chicago: Rand
McNally.
To investigate employees' unhappiness within the company using the Value Theory of Job
Satisfaction, it's crucial to understand how this theory explains job satisfaction by focusing on
the value employees place on different aspects of their job. Value Theory suggests that job
satisfaction or dissatisfaction arises when employees perceive a discrepancy between the rewards
they receive and their personal values, needs, and expectations.
1. Explanation of the Value Theory of Job Satisfaction
The Value Theory posits that job satisfaction is a result of the perceived alignment between an
employee's values and the outcomes or rewards the job provides (Herzberg, Mausner, &
Snyderman, 1959). When employees’ values (such as a desire for recognition, pay, career
advancement, or work-life balance) are not met by the company, they experience dissatisfaction.
This approach emphasizes the personal significance of various work-related factors and how
their alignment with employees' expectations leads to greater satisfaction or dissatisfaction.
2. Application to Employee Unhappiness
In the context of investigating employee unhappiness, Value Theory is useful because it suggests
that employees will be unhappy when their values are not being fulfilled. For example, if an
employee values autonomy in their role but feels micromanaged, they are likely to experience
dissatisfaction. Conversely, if they value salary and feel underpaid, they may be unhappy
because their financial needs are not being met. Understanding these mismatches between
personal values and job rewards allows for pinpointing specific causes of dissatisfaction (Locke,
1976).
3. Supporting Literature
Herzberg et al. (1959) argued that job satisfaction is shaped by intrinsic factors (such as
opportunities for growth and recognition) and extrinsic factors (such as pay and working
The Psychology of Work
PYC4810 Assignment 1 (5 POSTERS COMPLETE ANSWERS) 2025 - DUE 15
May 2025; 100% TRUSTED Complete, trusted solutions and explanations..
Ensure your success with us..
1. As the student psychologist, your employer requests you to investigate
the employees’ unhappiness. Therefore, you decided to commence the
investigation by using Value theory of job satisfaction. Substantiate the use
of Value theory to understand employees’ unhappiness in the company.
Please support your reasoning with literature and use at least three sources
(). [5]
The Value Theory of Job Satisfaction, proposed by Locke (1976), suggests that job satisfaction
arises when employees perceive that their job provides them with the values they consider
important. When there is a misalignment between what employees value and what their job
offers, dissatisfaction occurs (Judge & Klinger, 2008). Applying this theory to investigate
employees' unhappiness in a company can be justified in the following ways:
1. Identification of Value Discrepancies: The theory helps to pinpoint the specific aspects
of work (e.g., salary, work-life balance, recognition) that employees find lacking or
misaligned with their expectations (Herzberg, 1966).
2. Subjective Nature of Satisfaction: Unlike universal theories, Value Theory recognizes
that employees prioritize different values. One employee may value career growth, while
another may prioritize job security (Judge, Weiss, Kammeyer-Mueller, & Hulin, 2017).
3. Understanding Motivational Triggers: By assessing which unmet values cause
dissatisfaction, targeted interventions (such as salary adjustments, recognition programs,
or flexible work policies) can be implemented to improve job satisfaction (Locke, 1976).
4. Predicting Job Commitment and Performance: Studies indicate that employees who
experience high value congruence with their job are more committed and productive,
whereas dissatisfaction can lead to absenteeism and turnover (Kristof-Brown,
Zimmerman, & Johnson, 2005).
Thus, Value Theory serves as an effective framework to understand and address employees’
unhappiness by identifying gaps between job conditions and personal work values.
References
Herzberg, F. (1966). Work and the nature of man. Cleveland: World Publishing.
Judge, T. A., & Klinger, R. (2008). Job satisfaction: Subjective well-being at work. The
Science of Subjective Well-Being, 393-413.
, Judge, T. A., Weiss, H. M., Kammeyer-Mueller, J. D., & Hulin, C. L. (2017). Job
attitudes, job satisfaction, and job affect: A century of continuity and change. Journal of
Applied Psychology, 102(3), 356.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of
individuals' fit at work: A meta-analysis of person–job, person–organization, person–
group, and person–supervisor fit. Personnel Psychology, 58(2), 281-342.
Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.),
Handbook of industrial and organizational psychology (pp. 1297-1349). Chicago: Rand
McNally.
To investigate employees' unhappiness within the company using the Value Theory of Job
Satisfaction, it's crucial to understand how this theory explains job satisfaction by focusing on
the value employees place on different aspects of their job. Value Theory suggests that job
satisfaction or dissatisfaction arises when employees perceive a discrepancy between the rewards
they receive and their personal values, needs, and expectations.
1. Explanation of the Value Theory of Job Satisfaction
The Value Theory posits that job satisfaction is a result of the perceived alignment between an
employee's values and the outcomes or rewards the job provides (Herzberg, Mausner, &
Snyderman, 1959). When employees’ values (such as a desire for recognition, pay, career
advancement, or work-life balance) are not met by the company, they experience dissatisfaction.
This approach emphasizes the personal significance of various work-related factors and how
their alignment with employees' expectations leads to greater satisfaction or dissatisfaction.
2. Application to Employee Unhappiness
In the context of investigating employee unhappiness, Value Theory is useful because it suggests
that employees will be unhappy when their values are not being fulfilled. For example, if an
employee values autonomy in their role but feels micromanaged, they are likely to experience
dissatisfaction. Conversely, if they value salary and feel underpaid, they may be unhappy
because their financial needs are not being met. Understanding these mismatches between
personal values and job rewards allows for pinpointing specific causes of dissatisfaction (Locke,
1976).
3. Supporting Literature
Herzberg et al. (1959) argued that job satisfaction is shaped by intrinsic factors (such as
opportunities for growth and recognition) and extrinsic factors (such as pay and working
