What are different theories of work satisfaction?

There are at least four different theories of work satisfaction, each of which has the intention to cast light and explain how people find satisfaction and fulfill their profession. The emergence of these theories expresses the idea that jobs are perceived not only as a means of earning a living, but also as an important expansion of man's identity and thus his happiness. It is also observed that people who have a high level of satisfaction with work are more productive and become more successful in their chosen career. Some common theories of work satisfaction include theory of influence, two -factor theory, layout theory and model characteristics model. The principle of this theory is that satisfaction with the work of a person can depend on two factors: the expectations it has for work and the real things that can get into that work. The smaller the gap between these two, the more chances he is satisfied in his work. The theory of impact also states that a person favors one aspect of work more than other aspects and that a certainThe aspect can affect how satisfied it is. For example, the employee prefers social connections with his colleagues and when this factor is fulfilled properly, he can experience more satisfaction with work.

The theory of the theory is also a prominent theory in the subject and, among other things, recognized theories about the satisfaction of work, it is probably the only one that focuses only on the natural disposition of man. This theory states that a person's personality is an important determining factor in the level of satisfaction that the person gets from work. As an example, an introverted person who may tend to have a lower self -esteem can experience low satisfaction with work. And Persyn, who has an internal place of control and believes he is a captain of his own ship, can have a higher level of satisfaction with work.

One of the theories of work satisfaction, called a two -factor theory, pointed out two factors that could satisfy and dissatisfaction Zaman attorney in their work. The first factor would be the motivational factors that would encourage employees to perform better and achieve satisfaction. These factors may include promotions of employment, bonuses and public recognition. Another factor would be hygienic factors that may not necessarily motivate, but would cause dissatisfaction if they were not sufficient. Examples would be non -financial benefits of employees, company policy and the overall environment of the workplace.

Another theory is a model of work characteristics, probably one of the most used theories of work satisfaction. This model presents five functions of tasks that can be influenced by Persna Tom Tom - a variety of skills, the identity of the task, the meaning of the task - can affect the perception of how meaningful work is. The fourth characteristic would be "autonomy"; The more independence experiences an employee, there will be a further sense of responsibility. The last factor is feedback or evaluation that states how well the employee PRwrapping its tasks.