Despite considerable interest in the study of job satisfaction and dissatisfaction, our understanding of these phenomena has not advanced at a pace commensurate with research efforts. It is argued that a major reason for this lack of progress is the implicit conception job satisfaction literature review pdf causality accepted by most psychologists.
The present approach to the topic of job attitudes emphasizes a more conceptual approach to the problem. The present theory of job satisfaction is contrasted with previous theories. Data illustrating an approach to satisfaction based on the present theory are given. Check if you have access through your login credentials or your institution. Preparation of this paper was supported by Grant No. AOR-92 from the American Institutes for Research.
Some of the studies reported here were supported by Grant No. MH 12103-02 from the National Institutes of Mental Health. A shorter version of this paper was presented at the APA Convention, San Francisco, September, 1968. The author would like to thank Norman Cartledge of the University of Maryland for his helpful comments and suggestions on certain sections of this paper.
1969 Published by Elsevier Inc. This theory is based on the premise that employees have a natural tendency to want to succeed and are eager to be trusted with a bigger role in the company. When these type of workers aren’t being challenged, they tend to slack off and not give their best effort because they view their task to be below their skill set. The concept stemmed from Herzberg’s motivator-hygiene theory, which is based on the premise that job attitude is a construct of two independent factors, namely job satisfaction and job dissatisfaction. To this effect he implies that just because an individual experiences a decrease in dissatisfaction, does not mean that the result is also an increase in satisfaction. By having more responsibilities, the employee will have the chance to work on new tasks and therefore learn new skills.
Decision making can lead to the employee to think, decide, and try new things. By having to learn new skills, the employee has the opportunity to become proficient at certain tasks and even become experts. Job enrichment focuses on giving employees more variety and responsibilities. The target of job enrichment is to reduce the chance of boredom from the repetitive, tedious activities. The net result of job enrichment is an overall more positive environment that promotes maximum productivity.