INTRODUCTION

Job satisfaction is the degree to which people like their jobs. Some people enjoy
work and fond it to be a central part of life. Others hate to work, but it is a must to earn
their livelihood. It is the extent to which people like (satisfaction) or dislike
(dissatisfaction) their jobs. It is an attitudinal variable. In the past job satisfaction was
approached by some researchers from the perspective of need fulfillment that is, whether
or not met the employees physical and psychological needs for the things provided by
work, such as pay. But this approach has been de-emphasized because today most
researchers tend to focus attention on cognitive processes rather than on underlying
needs. The attitudinal perspective has become the predominant one in the study of job
satisfaction.
The study that job satisfaction and organizational commitment are each affected
by a unique hierarchy of predictors. Results indicate that two job characteristics,
skill variety and role ambiguity are the best predictor of satisfaction.
Over the last two decades researchers have identified a number of variables that
appear to contribute a number of variables that appear to contribute to either job
satisfaction or organizational commitment.
Variables that describe characteristics of the job tasks performed by the workers.
Variables that describe characteristics of the organizations in which the tasks are
performed.
Variables that describe characteristics of the workers who perform the tasks.
Several studies have reported a relationship between job satisfaction and
organizational commitment but there continues to be disagreement regarding and
ordering.

 Some of the objective factors of status, such as income, age, responsibility,

authority, and others.
The assumption here is that the higher the objective status, the less the need to
seek acceptance of oneself by overestimating ones status. Since high visible status
has already been reached.
JOB
A Job may be defined as a collection or aggregation of tasks, duties and
responsibilities which as a whole are regarded as a regular assignment to individual
employees and which is different from other assignments. Is other words, when the total
work to be done is divided and grouped into packages is called a job.
Each job has a definite title based upon standardized trade specifications within a
job two or more grades may be identified where the work assignment may be graded
according to skill, the difficulty of doing them or the quality of workmanship .
A job is rich if it is properly designed and it provides a meaningful relationship
between the job requirement and the employees qualifications. Once the jobs have been
identified the employee has to gain knowledge of the duties and responsibility associated
with each such job and the job requirements.
JOB SATISFACTION :
Job satisfaction a workers sense of achievement and sucess is generally perceived
to be directly linked to productivity as well as to personal wellbeing. Job satisfaction
implies doing it well, and being suitably rewarded for ones efforts. Job satisfaction
further implies enthusiasm and happiness with ones work the Harvard professional group
(1998) sees job

satisfaction that leads to recognition. Income promotion and the

achievement of other goals that lead to a general feeling of fulfillment.

Job satisfaction is not the same as motivation although it is clearly linked. Job
design aims to enhance job satisfaction and performance methods include job rotation,
job enlargement and job enrichment other influences on satisfaction include the
management style and culture, employee involvement empowerment and autonomous
work groups. Job satisfaction is a very important attribute which is frequently measured
by organizations. The most common way of measurement is the use of rating scales
where employees report their reactions to their jobs. Questions relate to rate of pay, work
responsibilities, variety of tasks, promotional opportunities, the work itself and co works.
Job satisfaction includes the individual vocational choice, selection and placement
on the job the physical environment of the job, the extent of the knowledge of the
purpose of the job, the size and layout of the work area, the type of work performed,
formal communication system, the personal and social relationship of employees and the
employees feal and anxieties.
Job satisfaction is the combination of psychological, physiological and
environment circumstances that cause a person to say, I am satisfied with my job
such a description indicates the variety of variables that influence the satisfaction of the
individual but tell us nothing about the nature of job satisfaction.
Hoppeck identified six factors that contributed to job satisfaction.