Job Satisfaction

Personality type, coping skills, procedural justice, locus of control, and

organizational involvement are all factors that affect job satisfaction. This study
looks at other factors such as age, education level, sex, shift, and part or full-time
status to see how they affect job satisfaction. Employees of the Wal-Mart
Supercenter in St. Joseph, Missouri filled out surveys intended to gather
information about what makes people satisfied with their jobs, and what types of
people are more likely to be satisfied with their jobs. Results showed that there
were three major predictors of job satisfaction: thinking all employees are treated
equally by their boss, sex (females were more satisfied than males), and employees
seeing themselves having a future in their present job. Factors hypothesized to be
significant predictors of job satisfaction, such as education level and age, did not
turn out to be significant at all. Shift was significant, however, in that first shift
workers were more satisfied with pay than were second or various shift workers.

There have been many studies performed to determine variables that affect job
satisfaction. Some have looked at factors such as organizational involvement, locus
of control, age, identification with role, dual career families, and commitment to
organization. Others have examined stress, Type A behavior, coping strategies,
participation in decision making , procedural justice, emotional exhaustion, race,
and education .

Prause and Dooley found that a larger percentage of intermittently unemployed and
non full-year poverty wage workers expressed dissatisfaction with their jobs when
compared to the employed and full-year poverty wage workers. This suggests
superiors and subordinates may tend to accentuate their differences and be more
prone to stereotype one another. These are at the functional core of many jobs.
FACTORS AFFECTING JOB SATISFACTION
1. Work Itself:-

(a) Skill Variety

(b) Task Identity

(c) Task Significance

(d) Autonomy

(e) Feedback

2. Pay Structure:- It should be more attractive & lucrative. Some people get
satisfaction only because of the salary and Compensation and they stick to
the organization for a long time.

3. Advancement Opportunities:-There should be good scope and opportunity

to grow. Opportunity should be given to employees at regular interval.

4. Supervision:-Proper supervision should be there in every organization. It

helps the employee not to deviate from their path. And Employee works in a
proper way.

5. Co-Workers:- It is an important factor. Employee feels comfortable when

their colleagues are good. They feel happy, because they can gain
knowledge, culture, & so many things.

6. Environment:- Company should be free from dispute, politics. Employees

like to work in friendly environment.

7. Compensation & Benefits:-Employee wants more compensation & benefits.

Benefits attract employees like perquisites, fringe benefits, club
memberships etc.

8. Training:-What kind of training is given to employees. Employees are

gaining how much benefits out of it.
 9. Climate, City & Neighbours:- Employees wants to work in a good climate.
Sometimes city also matters that it is affordable to him an comparison of
salary.

10. Ethics & Principle:- The ways a firm is doing business. Some people are
very ethical. They will never compromise with their values & principles.

Relationships of the Big Five Traits With Job Satisfaction

Neuroticism

Because of their essentially negative nature, neurotic individuals experience more

negative life events than other individuals in part, because they select themselves
into situations that foster negative affect. To the extent that such situations occur
on or with respect to the job, they would lead to diminished levels of job
satisfaction. Neuroticism has been described as the primary source of NA, and the
link between NA and job satisfaction was documented in meta-analysis.

Extraversion

Whereas Neuroticism is related to the experience of negative life events, extraverts

are predisposed to experience positive emotions , and positive emotionality likely
generalizes to job satisfaction, as demonstrated meta-analysis of PA-job
satisfaction relationships. Evidence also indicates that extraverts have more friends
and spend more time in social situations than do introverts and, because of their
social facility, are likely to find interpersonal interactions (such as those that occur
at work) more rewarding .

Openness to Experience

Openness to Experience is related to scientific and artistic creativity , divergent

thinking, low religiosity, and political liberalism. None of these psychological
states seem to be closely related to job satisfaction. Furthermore, it is noted that
"Openness to Experience is a 'double-edged sword' that predisposes individuals to
feel both the good and the bad more deeply" , rendering its directional influence on
affective reactions like subjective well-being or job satisfaction unclear.

Agreeableness

McCrae and Costa (1991) argued that Agreeableness should be related to

happiness because agreeable individuals have greater motivation to achieve
interpersonal intimacy, which should lead to greater levels of well-being. Indeed,
they found that Agreeableness was positively related to life satisfaction, although
at a relatively low level (mean r = .16). Assuming these same communal
motivations exist on the job, then the same process should operate with respect to
job satisfaction. Organ and Lingl (1995) apparently agreed, commenting that
Agreeableness "involves getting along with others in pleasant, satisfying
relationships".

Conscientiousness

Organ and Lingl (1995) argued that Conscientiousness should be related to job
satisfaction because it represents a general work-involvement tendency and thus
leads to a greater likelihood of obtaining satisfying work rewards, both formal
(e.g., pay, promotions) and informal (e.g., recognition, respect, feelings of personal
accomplishment). Indirectly, the subjective well-being literature also suggests a
positive relationship between Conscientiousness and job satisfaction.