, PLEASE USE THIS DOCUMENT AS A GUIDE TO ANSWER YOUR ASSIGNMENT
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
(2020-2024).
Understanding Employee Unhappiness through the Value Theory of Job Satisfaction
As the appointed student psychologist responsible for investigating employee unhappiness within the
company, applying the Value Theory of Job Satisfaction provides a valuable framework for
identifying the root causes of this issue. This theory centers on the alignment—or lack
thereof—between what employees value in their work and what they believe they are receiving. It
offers a practical and psychological basis for understanding dissatisfaction and is well-supported by
contemporary research (Greenberg & Baron 2010).
Explaining Dissatisfaction through Value Discrepancies
The Value Theory of Job Satisfaction posits that job satisfaction results from the degree to which job
outcomes align with the values of employees. When there is a mismatch—particularly in areas
highly valued by employees—dissatisfaction increases. For instance, if employees place a high value
on opportunities for career advancement but perceive these opportunities to be limited or
inaccessible, they are likely to experience greater unhappiness. This approach emphasizes that nearly
any job feature can be a source of dissatisfaction if it fails to meet the expectations or values of the
employee (Greenberg & Baron 2010).
The Role of Individual and Organizational Values
While the theory focuses on the individual’s value-outcome match, recent research highlights the
significance of organizational values in influencing job satisfaction as well. A study conducted by
Mitja Gorenak, Edelheim, and Boštjan Brumen shows that organizational values play a critical role
in shaping how employees experience their work. Their findings suggest that a mismatch between
employees' personal values and the organization's values can also contribute to dissatisfaction,
particularly with the nature of the work itself. This further supports the idea that understanding
employees’ personal and professional values is essential for addressing their unhappiness (Mitja
Gorenak, Edelheim & Boštjan Brumen 2020).
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
(2020-2024).
Understanding Employee Unhappiness through the Value Theory of Job Satisfaction
As the appointed student psychologist responsible for investigating employee unhappiness within the
company, applying the Value Theory of Job Satisfaction provides a valuable framework for
identifying the root causes of this issue. This theory centers on the alignment—or lack
thereof—between what employees value in their work and what they believe they are receiving. It
offers a practical and psychological basis for understanding dissatisfaction and is well-supported by
contemporary research (Greenberg & Baron 2010).
Explaining Dissatisfaction through Value Discrepancies
The Value Theory of Job Satisfaction posits that job satisfaction results from the degree to which job
outcomes align with the values of employees. When there is a mismatch—particularly in areas
highly valued by employees—dissatisfaction increases. For instance, if employees place a high value
on opportunities for career advancement but perceive these opportunities to be limited or
inaccessible, they are likely to experience greater unhappiness. This approach emphasizes that nearly
any job feature can be a source of dissatisfaction if it fails to meet the expectations or values of the
employee (Greenberg & Baron 2010).
The Role of Individual and Organizational Values
While the theory focuses on the individual’s value-outcome match, recent research highlights the
significance of organizational values in influencing job satisfaction as well. A study conducted by
Mitja Gorenak, Edelheim, and Boštjan Brumen shows that organizational values play a critical role
in shaping how employees experience their work. Their findings suggest that a mismatch between
employees' personal values and the organization's values can also contribute to dissatisfaction,
particularly with the nature of the work itself. This further supports the idea that understanding
employees’ personal and professional values is essential for addressing their unhappiness (Mitja
Gorenak, Edelheim & Boštjan Brumen 2020).
