The research of the definition of job satisfaction yielded a variety of the same version. Job satisfaction refers to the way an individual feels about his job. According to the encyclopedia of Industrial and Organizational Psychology, “job satisfaction is traditionally defined as a pleasurable or positive emotional state that results from one’s appraisal of one’s job or job aspects” (Parker, 2007, p. 406). Job satisfaction is an outcome to an individual’s work life, which in turn can affect personal and organizational outcomes.
Many factors affect job satisfaction, such as feelings over the workplace, coworkers, and job performance among others. According to author Sharon K. Parker, the three causes of job satisfaction are the situation, the person and the interaction between the situation and the person(2007). Organizational commitment can very well be instrumental to job satisfaction. Organizational commitment can be defined in many ways. Commitment can include simply fulfilling the organization’s goals through the way an individual behaves within an organization.
Organizational commitment can be further be broken down into different types of involvement that include moral, calculative, and alienative involvement. The three types basically range from moral being a strong connection to organizational values to alienative which denotes those employees who are essentially there for a paycheck. Depending on the type of involvement an individual has with an organization, it will greatly affect the extent to which they are satisfied with the job they perform.
A strong commitment to an organization gives the employee an inherent stake in continuation and performance. In turn, when the results from the work are successful, job satisfaction shines through. A management guru named Kanter believes that commitment can take three forms that all affect the satisfaction of the individual employee. Continuous commitment is a dedication to ensure that the company stays in business or having some type of incentive associated with the organization.
Cohesion commitment results from the relationships that an individual makes within an organization and how their maintenance contributes to satisfaction. The third is control commitment. This type is essentially a guide to employee behavior that the individual finds important. When these types of commitment are combined, it is easy to see the picture of what exactly makes a person satisfied in their job. When an employee finds themselves engaged in the rules, survival, and relationships of an organization, the result is a feeling of accomplishment and satisfaction.
For example, if you were a young student working at a fast food restaurant simply for gas money for the weekend, you probably do not share most of these commitments. In some light, you may exhibit parts of cohesion or continuous commitment, but only to the point that it affects you. You certainly would not be interested in any of the long-term implications of your job because it is just a step towards a larger goal. By that token, you are less likely to have much job satisfaction unless it is by chance more pay or easier than you originally expected.
In contrast, the manager of the same organization has devoted countless hours developing a complete organizational commitment. They are tied to nearly every aspect of the organization, and the ebb and flow is of extreme importance to them. With this high commitment, when the organization expands or succeeds in virtually any manner, the job satisfaction will reach a new all-time high. If the relationship between organizational commitment and job satisfaction were put into a mathematical sense, job satisfaction would be directly proportional to organizational commitment.
Socialization Adaption to a company’s culture is a major part of job satisfaction. Organizational socialization is defined as the “process through which a new employee learns to adapt to an organizational culture (Business Dictionary, nd). ” Many times within a company people take slow steps to fitting in with their colleagues and learning the ropes of the company’s expectation. Sometimes that process can make a big difference on a person’s job satisfaction and how much they want to work in the company. Through bservation of their behaviors, it is very noticeable when a person job satisfaction level is low because they have not fully acclimated with their surroundings. For instance, if a person feels they should be challenged by their job, or likes to explore new circumstances daily and he or she works at a robotic place, their job satisfaction level will be very low over time. Job descriptions are not always what satisfy a person, but the culture in which they are surrounded. How they must interact daily is what determines how well they are satisfied within their job.
Organizational Socialization Organizational socialization is the process where an organization teaches an individual the necessary skills to assume his/her organizational role. As we have stated there are many different areas that cover organizational socialization, and how it effects the organization and how it creates job satisfaction. One primary example that contributes job satisfaction within organizational socialization and how it positively impacts an organization is an example of military boot camp.
The United States Military takes a civilian and turns this individual into a sailor, airman or soldier. This creates job satisfaction and continues to develop successful organizations. This example teaches new individuals development of the job, and how the military teaches the necessary skills to complete and successfully contribute to the organization, and this is exactly what the organization wants and needs. There are plenty of examples defining organizational socialization and how it contributes organizational learning, organizational commitment, and organizational studies.
These are the processes that everyone organization wants, and regardless if you are in the military every job demands these traits and these will follow you through your entire life as you work within an company, and your progression as you take further steps in promotion within your organization. From start to finish we are always dealing with organizational socialization and developing job satisfaction. This is the preparation for every individual to succeed.