Employee Satisfaction Essay

Employee satisfaction is defined as the extent to which people like (satisfied) or dislike (dissatisfied) their jobs according to Spencer (as cited by Boyad, Lyndon, and Malekar, 2012). This definition suggests that employee satisfaction is a general reaction that individuals hold about their job. In addition, Price (as cited by Appiah, 2016) defined employee satisfaction as a measure of emotions an individual has toward the organization. Thus, Aziri (as cited by Appiah, 2016) inferred that employees are more productive and more stable and display a positive perspective of the objectives of the organization when they are satisfied.

As the culture of any organization might impact employee satisfaction, Comm and Mathaisel (as cited by Appiah,

According to Clark (as cited by Zhou, Roman, Millan, Block and Swathi, 2014) using the utility function (measures preferences over a set of goods and services) of a combination of income, work hours, and set of individuals and job-specific characteristics, certain company can make a starting point towards an employee’s satisfaction or not. This is a significant aspect since employee satisfaction continues to be among top priorities of Global Corporations. Engaged employees do better jobs and are essential to the organizations’ long-term success. Winning loyalty and commitment of employees is a critical responsibility and a key to organizations’ strategic objectives. Employee satisfaction represents the constellations of person’s attitude towards or about the job. In general, employee satisfaction is the attitude towards the job as a whole. Employee satisfaction is a function of satisfaction with different aspects of job, that is supervision, pay, works itself, co-workers, promotion, etc., and the level of importance one attaches to these respective components according to Boyad et al. (2012). In addition, Ledimo and Martins (2014) stated that the concern is that employee dissatisfaction is a threat to an organization as it may lead to labour disputes if it is not identified and addressed. According to Saari & Judgge (as cited by Dlodlo and Mafini, 2014), dissatisfied and demoralized employees tend to have low levels of commitment at work, which, in turn, impacts negatively on performance and the achievement of organizational goals. One example of this is public sector employees who tend to have low levels of job satisfaction and life satisfaction; this has been found to be the leading determinant of poor-quality service delivery amongst government departments according to