Impact of Employee Attitude on their Job Satisfaction Level

IMPACT OF EMPLOYEE Attitude on their Job Satisfaction

Employee attitudes typically reflect the moral of the company. Job satisfaction describes how employees feel satisfied on job leading to acting as a motivation to work. In areas of customer service and sales, happy employees are extremely important because they represent the company to the public. Satisfaction, however, is not linked solely to compensation. Sure, a raise or benefits will probably improve employee’s contentment, at least temporarily, but small, inexpensive changes can have a long-term impact.

       I.            INTRODUCTION

One of the most important objectives of the organization is to maximize employee performance so as to achieve goals (Butler & Rose 2011). In order to increase the organization’s performance and productivity, the organization needs to not only motivate the employees but also balance their psychologies. There are many factors that affect the level of satisfaction among employees, such as working conditions, career prospects, intrinsic aspects, salary, relationship between employees and employers and so on.

If the organization has not evaluated job satisfaction, the ultimate result could be poor performance, low productivity, and therefore, affecting the reputation of the organization. This research will discuss about the job satisfaction regarding to the factors affect the level of employee’s satisfaction and how significant to improve it among Australia employees.

1.      RESEARCH QUESTION

The research aims to answer there 3 questions below

Ø  What are the factors that determine the level of employees’ satisfaction?

Ø  Why is employee satisfaction important?

Ø  How to improve job satisfaction?

2.      RESEARCH PURPOSE

The key objective of the report in to ascertain the job satisfaction among Australian employees in general by these following points:

Ø  Identifying the background of job satisfactions

Ø  Identifying the elements of job satisfactions in Australia

Ø  Ascertaining the effect of job satisfaction

Ø  Suggesting the way to improve the job satisfaction

3.      LITERATURE REVIEW

                    i.            Concept and definition of job satisfaction

Since there are so many definitions of job satisfaction within the field of occupational and organizational psychology, the two most common concepts are, the pleasurable emotional state resulting from the appraisal of one’s job as achieving or facilitating the achievement of one’s job values (Locke, E.A, 1976); and the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs (Spector, P.E, 1997).

  Many researchers pursued different models to find the relationship between job satisfaction and its factors. There are some highlight models that create conceptual framework.

Evans and Laseau (1950) found the following factors affecting job satisfaction in order of preference: 1. Income, 2. Interesting, and important job, 3. Pride in company, 4. Fellow workers,5. Immediate boss, 6. Management,7. Working conditions, 8. Security, 9. Chance to get ahead,10. Benefit plants, 11. Safety and medical facilities.

Griffin & Bateman (1986) and Hackman & Oldman (1979) stated that job satisfaction as a cluster of positive and negative dispositions which are acquired and learned through experience, positive or negative attitudes based upon a person’s genetic inheritance, an outcome of an individual’s construction of his or her workplace reality, experience and mutuality of colleagues and supervisor’s evaluation.

Fredrick Herzberg (1959) found two-factor theory (or Motivator Hygiene Theory). This theory states that job satisfaction and dissatisfaction is a result of different factors – motivation and hygiene respectively. Motivational factors make employees want to perform well leading to satisfaction. On the other hand, hygiene factors include aspects of the working environment like working conditions, interpersonal matters, organizational policies and so on (Hackman & Oldham, 1966).

Marriner, Tomey (1996) declared that job satisfaction is the match between the employees interest with the company’s goals. Job satisfaction includes aspects like satisfaction with work, supervisor, work conditions, pay opportunities and practices in the organization. Luthan(1998) identify dimensions that are associated with job satisfaction, namely salaries, job promotion opportunities, supervision and co-workers.

                      

                iii.            level of job satisfaction among employees

According to 7810 respondents from their overall level of satisfaction with their current employment

The employees feel the most satisfied when having flexible to balance work and non-work commitments (5.67%) and having freedom to decide how to do their own work (5.66%). However, they feel most dissatisfied with the salary (4.79%)

On average, employees who worked in smaller enterprises with 5 to 19 employees reported higher levels of satisfaction with their current job (5.54) than employees who worked for medium sized (5.39) and larger enterprises (5.32). This is reflected in higher average satisfaction scores for all measured aspects of employment.

                iv.            importance of job satisfaction

According to 2003 Institute for Employment Studies research, employee commitment had a higher correlation to customer satisfaction than employee satisfaction. Indeed, employee commitment had double the impact of employee satisfaction on customers’ future spendingintentions: a one-point increase in employee commitment led to a monthly increase of $200,000in sales per store and reduced absenteeism. 

Furthermore, there are some different important things that satisfaction bringsback for both organizations and employees which are listed below:

      For Organization:

Ø  Enhance employee retention

Ø  Increase productivity.

Ø  Increase customer satisfaction

Ø  Reduce turnover, recruiting, and training costs.

Ø  Enhance customer satisfaction and loyalty.

Ø  More energetic employees.

Ø  Improve teamwork.

Ø  Higher quality products and/or services due to more competent, energized employees

      For Employees

Ø  Employee will care more about the quality of work which means increasing productivity

Ø  Employee will create and deliver superior value to the customer

Ø  Employee are more committed to the organization in the long run

                  v.            how to improve the job satisfaction

On Gretchen Rubin’s happiness project blog, author of The Happy Project, they are 13 steps that can improve the job satisfaction.

ü  Clear, Concise and Consistent Communication

ü  Getting to know your Employees and Create a team

ü  Training and other improvement Programs

ü  Empower employees across the company

ü  Making job rotation, job enlargement

ü  Fair compensation and Benefits

ü  Opportunity for promotion and career development

ü  Monitor performance and reward for contribution

ü  Provide regular and honest Feedback

ü  Build Corporate Culture

ü  Provide Best Equipment and Safe working conditions

ü  Use the IT efficiently

                vi.            conceptual framwork and development of hypothesis

The relationship between the three factors (e.g. organizational factors, environmental factors and personal factors) and job satisfaction. The more favourable each of them is, the more satisfied employees feel.

    II.            METHODOLOGY

1.      Data collection:

There are two different types of data that are used for the purpose of the research

Ø  Primary Data

The survey will be collected in form of questionnaire in this research; thus, it should be carefully constructed.

Ø  Secondary data

Website such as https://www.fwc.gov.au, some other pages are also used to search the data

2.      Research approach

Survey method is the most suitable to approach which includes research instrument, sampling plans.

 III.            DISCUSSION OF FINDINGS

The data collected would be interpreted to make it is easy to understand. The Follow statistical tools are used in this analysis:

ü  Percentage analysis

ü  Correlation coefficient

To figure out practically those number, SPSS will be used.

  IV.            SUMMARY

Job satisfaction has played an important role in every organization. All employees should feel satisfied with their job to contribute their best as well as engage longer with the business. Also, it will help to increase the motivation of employees to perform their jobs more perfectly and be able to achieve their goals; on the other hand, decreasing in attrition rates, absenteeism.

When the employees feel dissatisfied with the job, they might leave the organization, the employers have to incur lots of expenses such as: hiring new staff and training; advertising expenses, resource management expenses, loss of time and productivity, work inequality. As a result, general management and HRM should do some survey and provide consultants for employees to get closer with them so as to understand and improve the job satisfaction.

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