How does satisfaction differ conceptually from attitude

Positive attitudes towards the jobs are conceptually equivalent to jobs satisfaction and negative attitudes towards the job indicate job dissatisfaction. Even though these two terms are used interchangeably, but there are differences between the two. Job satisfaction is a specific subset of attitudes. Attitudes refer to predispositions to respond but satisfaction relates to the performance factors. Attitudes are long lasting, but satisfaction is dynamic and it keeps on changing.

It can decline even more quickly than it developed. Thus, managers need to pay attention to job satisfaction constantly. There are a number of factors that influence job satisfaction. A number of research studies have been conducted in order to establish some of the causes that result in job satisfaction. These studies have revealed consistent correlation of certain variables with the job satisfaction.

These factors can be explained with the help of the chart:. Wages and salaries play a significant role in influencing job satisfaction. This is basically because of a few basic reasons. Thirdly, it is considered a symbol of achievement since higher pay reflects higher degree of contribution towards organizational operations. Non monetary benefits are also important, but they are not as influential.

One reason for that is that most of the employees do not even know how much they are receiving in benefits. Moreover, a few tend to under value there benefits because they do not realize their monetary value. The employees, generally, want a pay system which is simple, fair and in line with their expectations. Promotional chances considerably affect the job satisfaction because of the following reasons:. This is particularly true in case of high level jobs.

Secondly, Employee takes promotion as the ultimate achievement in his career and when it is realized, he feels extremely satisfied. Thirdly, Promotion involves positive changes e. Organizational structural and policies also play on important role in affecting the job satisfaction of employees. An autocratic and highly authoritative structure causes resentment among the employees as compared to a structure which is more open and democratic in nature.

Organisational policies also govern the human behaviour in the organizations. These policies can generate positive or negative feelings towards the organization. Liberal and fair policies usually result in more job satisfactions. Strict policies will create dissatisfaction among the employees because they feel that they are not being treated fairly and may feel constrained.

Thus, a democratic organisational structure with fair and liberal policies is associated with high job satisfaction. Supervision is a moderately important source of job satisfaction. There are two dimensions of supervisory styles which affect the job satisfaction:. Whenever the supervisor is friendly and supportive of the workers there is job satisfaction. The superiors who allow their subordinates to participate in decisions that affect their own jobs, help in creating an environment which is highly conducive to job satisfaction.

The nature of the work group or team will have effect on job satisfaction in the following ways:. It serves as a source of support, comfort, advice and assistance to the individual group members. If on the other hand, the people are difficult to get along with, the work group will have a negative impact on job satisfaction. In such a group, there will less friction on day to day basis.

Good working conditions are desirable by the employees, as they lead to more physical comfort. People desire that there should be a clean and healthy working environment. Recent research indicates that attitudes A significantly predict behaviors B when moderating variables are taken into account. Moderating Variables include:. Types of Attitudes. Why are they different? Please be sure you know J.

An Application: Attitude surveys. Attitudes and Diversity. Understanding and changing attitudes about others is important for managers and organizations.

Most companies are now training employees re: attitudes about diversity. Job Satisfaction. How can we measure it? How Can Employee Express Dissatisfaction? Exit — Behavior directed towards leaving the organization. Neglect — Allowing conditions to worsen. Voice — Active and constructive attempts to improve conditions. Loyalty — Passively waiting for conditions to improve.

Also note that job satisfaction relates to OCB going above and beyond what is required formally through fairness. Trust is also important. Job Satisfaction and Employee Performance. Satisfaction and Productivity. Satisfaction and Absenteeism. Satisfied employees have fewer avoidable absences.

Satisfaction and Turnover. Satisfied employees are less likely to quit. Organizations take actions to retain high performers and to weed out lower performers.