Review of literature on employee satisfaction

Managerial trustworthiness and goal directedness increase the leverage of intrinsic motivation on employee satisfaction, whereas extrinsic rewards expectancy decreases the leverage. Egos however cause attitude conflicts within employees, one may feel right about something while another opposes.

Literature review of employee satisfaction

8 intention to behave in a certain way towards someone or something-the action taken by the employee especially if they feel no body is caring about their issue. Discovering why employees stay33 could enable management to use this information to instill this in other employees (self & dewald 2011).

11 involuntary turnover is caused by layoffs and similar actions where the decision for an employee to leave is made by the company and not the employee. According to edgar & geare (2013), employee reactions are a behaviorally oriented response to employee attitudes, this can be seen when the employee acts above and beyond the normal duty.

Certain behavior and decision-these are referred to as push factor whereas there are pull factors like job opportunities in the market attracting the employee to go (wocke and heymann, 2012). If supervisors do not have these elements, it becomes difficult for the employees to trust or respect them.

Using process models of strategic hrm, we adopt an employee-centred focus to explore the perceptions of a sample of new zealand professionals with regard to hrm practice, attitudes, reactions and performance. Such an employee may be given a lower position than deserved so this is likely to affect their attitude from the onset.

31 higher pay however may not be an absolute to contributor to employee retention although it plays a significant role. Sub theme employee attitude5 which will be looked at in three ways; cognitive6, affective7 and behavioral8.

This research tests the influence of intrinsic motivation on employee attitudes and explores three factors conditioning the effects of intrinsic motivation: managerial trustworthiness, goal directedness, and extrinsic reward expectancy. Job satisfaction focuses on three components of organizational behavior: that is cognitive, affective, and behavioral and is widely used to determine overall satisfaction in human capital management” (hoffman-miller, 2013).

3 means "from within" the employee individual has the desire to perform a specific task, because its results are in accordance with their belief system or fulfills a desire and therefore importance is attached to it 4 motivation comes from outside. The article presents some definitions from different authors describing job satisfaction as “positive and favorable attitudes towards the job indicate job satisfaction (armstrong, 2006)”; “…collection of feeling and beliefs that people have about their current job (george et al.

Motivation or employee rewards come in various forms such as improving working conditions, providing opportunities for growth, and recognizing employee accomplishments or remuneration, however, using intrinsic motivators like providing a sense of belonging for the employee and recognition of a job well done goes a long way in making them excited about their jobs. They look at job satisfaction as the attitude of workers towards the organization, their job, fellow workers and other psychological objects of the work environment.

32 it is generally assumed that older employees are likely to be committed to their jobs than the younger ones. 29 in order to enhance, the employer may have to carry out a study to know what exactly the employees are lacking and relevantly address them.

Using extrinsic motivation by managers also works as it pushes the employees to do what they would have not otherwise done; however this motivation type is not very good because if there is high extrinsic expectancy, then intrinsic motivation reduces and yet the target should be towards getting the employee to enjoy what they are doing on the job. What may be job dissatisfaction for an employee in a developed country may actually be a job satisfaction for somebody from a developing or least developed country.

Aziri 2011, states that there is no agreed upon definition of what job satisfaction is or what it represents; but there is need to consider the nature and importance of the work. Attitude has three components which are cognitive, affective and behavioral in nature but there are also functions for attitude: there is the adjustment function which assists the employee 20 attitude describes the way one feels inside.

In addition, it is found that the level of education has a stronger relationship to employee mobility than race, which contradicts the current sentiment in the south african labour market. This literature review paper look at job satisfaction under three sub-themes: motivation, attitudes and turnover in relation to cognitive, affective, and behavioral aspects.

Motivating employees and keeping them satisfied are some of the ways that managers and organizations retain employees and provide excellent service. Conducting commitment interviews also may help in further reducing turnover by singling out employees that enhance their feelings of self-worth and trust by management found that identifying characteristics associated with employee’s willingness to stay in a job could be used as predictors of job tenure.

Dipietro et al (2014) in their article state that employees are motivated by intrinsic16 and extrinsic factors which are driven by the interest or enjoyment of the task (intrinsic) and things that come from outside the individual, such as money or rewards (extrinsic). This will go a long way in helping retain high performers in the organization as there will be satisfaction.