PYC4810
Assignment 1
Memo | Due 15
April 2025
NO PLAGIARISM
Abstract
[Draw your reader in with an engaging abstract. It is typically a short summary of the document.
When you’re ready to add your content, just click here and start typing.]
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[Email address]
, Exam (elaborations)
PYC4810 Assignment 1 Memo | Due 15 April
2025
Course
Psychology of Work (PYC4810)
Institution
University Of South Africa (Unisa)
Book
Human Behavior in Organizations
PYC4810 Assignment 1 Memo | Due 15 April 2025. 3 Posters Provided.
QUESTIONS Read the article below and answer the following questions: 53%
of South Africans unhappy at work According to Bizcommunity (2010), only
47% of the employees are “comfortable” or “happy” in their current position.
The remainder are “miserable” or “frustrated.” The agency wonders how
productive these miserable employees are in their roles and as an additional
cause for concern for employers (Bizcommunity, 2010). Source:
Bizcommunity. (2010, April 23). 53% of South Africans unhappy at work. 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]
1. Substantiating the Use of Value Theory to Understand Employee Unhappiness
The Value Theory of Job Satisfaction, as explained by Locke (1976), states that an employee’s
satisfaction depends on the extent to which their job provides outcomes that align with their
personal values. Dissatisfaction occurs when there is a gap between what the employee wants
and what the job delivers. This theory helps explain why 53% of South African employees feel
“miserable” or “frustrated” (Bizcommunity, 2010)—their jobs likely fail to meet key personal or
professional expectations, such as recognition, fair pay, growth opportunities, or respectful
treatment.
According to Greenberg (2011), job satisfaction is influenced by how much importance
employees place on specific job outcomes. If employees highly value job security or autonomy,
and those needs are not met, dissatisfaction is inevitable. The same work conditions might affect
employees differently depending on their personal value systems.
Assignment 1
Memo | Due 15
April 2025
NO PLAGIARISM
Abstract
[Draw your reader in with an engaging abstract. It is typically a short summary of the document.
When you’re ready to add your content, just click here and start typing.]
user
[Email address]
, Exam (elaborations)
PYC4810 Assignment 1 Memo | Due 15 April
2025
Course
Psychology of Work (PYC4810)
Institution
University Of South Africa (Unisa)
Book
Human Behavior in Organizations
PYC4810 Assignment 1 Memo | Due 15 April 2025. 3 Posters Provided.
QUESTIONS Read the article below and answer the following questions: 53%
of South Africans unhappy at work According to Bizcommunity (2010), only
47% of the employees are “comfortable” or “happy” in their current position.
The remainder are “miserable” or “frustrated.” The agency wonders how
productive these miserable employees are in their roles and as an additional
cause for concern for employers (Bizcommunity, 2010). Source:
Bizcommunity. (2010, April 23). 53% of South Africans unhappy at work. 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]
1. Substantiating the Use of Value Theory to Understand Employee Unhappiness
The Value Theory of Job Satisfaction, as explained by Locke (1976), states that an employee’s
satisfaction depends on the extent to which their job provides outcomes that align with their
personal values. Dissatisfaction occurs when there is a gap between what the employee wants
and what the job delivers. This theory helps explain why 53% of South African employees feel
“miserable” or “frustrated” (Bizcommunity, 2010)—their jobs likely fail to meet key personal or
professional expectations, such as recognition, fair pay, growth opportunities, or respectful
treatment.
According to Greenberg (2011), job satisfaction is influenced by how much importance
employees place on specific job outcomes. If employees highly value job security or autonomy,
and those needs are not met, dissatisfaction is inevitable. The same work conditions might affect
employees differently depending on their personal value systems.
