,
,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 (2020-
2024).
[5]
Investigating Employees' Unhappiness Using the Value
Theory of Job Satisfaction
The Value Theory of Job Satisfaction is a useful framework for
understanding employees’ unhappiness in the workplace. This
theory posits that job satisfaction is a result of the extent to
which an employee’s values are fulfilled by their job. If an
employee's personal values align with their work environment,
they experience greater job satisfaction. Conversely, when there
is a mismatch between their values and the work environment,
dissatisfaction can occur, leading to unhappiness.
To substantiate the use of Value Theory in investigating
employees' unhappiness, it is important to draw upon recent
literature that highlights the relationship between values and job
satisfaction. Here are three sources from 2020-2024 that
illustrate how Value Theory can be applied to understanding
employees' unhappiness in the workplace.
, 1. The Role of Values in Shaping Job Satisfaction
According to Hassan et al. (2023), Value Theory is a strong
predictor of job satisfaction as it emphasizes the alignment
between personal values and organizational characteristics.
Their research indicates that employees who work in
environments that support their core values, such as fairness,
autonomy, and respect, report higher job satisfaction. When
values such as recognition, career advancement, or work-life
balance are not met, employees are more likely to feel
dissatisfied, which may manifest as unhappiness. This theory
helps explain why employees might experience discontent if
their jobs fail to provide the work conditions or rewards they
deem important.
2. The Impact of Value-Job Fit on Unhappiness
In a study by Bennett & Thompson (2022), the authors found
that a lack of fit between an employee's personal values and the
values expressed by the organization was a leading cause of job
dissatisfaction and unhappiness. They argue that when
employees’ intrinsic values—such as achievement, purpose, and
interpersonal relationships—are not reflected in their roles, it
can cause feelings of frustration, emotional exhaustion, and
burnout. This mismatch leads to negative workplace attitudes
and reduced motivation, as employees feel disconnected from
the organization’s goals and mission. The study underscores the
importance of value congruence in preventing unhappiness in
the workplace.
3. Organizational Culture and Employee Well-Being
,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 (2020-
2024).
[5]
Investigating Employees' Unhappiness Using the Value
Theory of Job Satisfaction
The Value Theory of Job Satisfaction is a useful framework for
understanding employees’ unhappiness in the workplace. This
theory posits that job satisfaction is a result of the extent to
which an employee’s values are fulfilled by their job. If an
employee's personal values align with their work environment,
they experience greater job satisfaction. Conversely, when there
is a mismatch between their values and the work environment,
dissatisfaction can occur, leading to unhappiness.
To substantiate the use of Value Theory in investigating
employees' unhappiness, it is important to draw upon recent
literature that highlights the relationship between values and job
satisfaction. Here are three sources from 2020-2024 that
illustrate how Value Theory can be applied to understanding
employees' unhappiness in the workplace.
, 1. The Role of Values in Shaping Job Satisfaction
According to Hassan et al. (2023), Value Theory is a strong
predictor of job satisfaction as it emphasizes the alignment
between personal values and organizational characteristics.
Their research indicates that employees who work in
environments that support their core values, such as fairness,
autonomy, and respect, report higher job satisfaction. When
values such as recognition, career advancement, or work-life
balance are not met, employees are more likely to feel
dissatisfied, which may manifest as unhappiness. This theory
helps explain why employees might experience discontent if
their jobs fail to provide the work conditions or rewards they
deem important.
2. The Impact of Value-Job Fit on Unhappiness
In a study by Bennett & Thompson (2022), the authors found
that a lack of fit between an employee's personal values and the
values expressed by the organization was a leading cause of job
dissatisfaction and unhappiness. They argue that when
employees’ intrinsic values—such as achievement, purpose, and
interpersonal relationships—are not reflected in their roles, it
can cause feelings of frustration, emotional exhaustion, and
burnout. This mismatch leads to negative workplace attitudes
and reduced motivation, as employees feel disconnected from
the organization’s goals and mission. The study underscores the
importance of value congruence in preventing unhappiness in
the workplace.
3. Organizational Culture and Employee Well-Being
