What Is the Connection Between Job Satisfaction and Performance?

Job satisfaction in the general sense usually refers to a person's work in the organization, the work itself and its related aspects (including the work environment, work status, work methods, work pressure, challenge, interpersonal work Relationships, etc.) mental state with benign feelings. More popular and widely used are the six values proposed by the famous American human resource management company Monster: success, independence, identification, support, working conditions, and interpersonal relationships.

An individual's emotional response, emotional experience, and attitude to their work. Is an important employee attitude variable derived from the evaluation of their work or work experience. Including five aspects of job satisfaction, compensation, promotion opportunities, supervisors and colleagues. Based on whether work can help to achieve individual values, whether it can meet individual needs and interests, it is reflected in different levels of high and low. A high level of job satisfaction occurs when work matches personal needs, interests, and working conditions and interpersonal cooperation are satisfactory. ^[1]

The fundamental factors that determine job satisfaction

The fundamental factors that determine a person's job satisfaction are people's various needs and values.

Five core factors of work

Herzberg believes that the factors affecting job satisfaction are divided into physical environmental factors, social factors and personal psychological factors. Physical environmental factors include workplace conditions, environment, and facilities; social factors refer to employees' attitudes towards the management of the work unit, as well as the degree of identification and belonging to the unit; personal psychological factors include views and attitudes about the significance of the job And the boss's

There are always some small factors in the workplace that will slowly eat away at your job satisfaction.

Trivial troubles

If you ask the doctor what is the worst part of their job, what do you think they will say? Implement difficult and painful procedures? Tell people they can only live a few more months? No, it sometimes doesn't seem like much pressure: management. We tend to ignore everyday anger and think we have more important things to do. But in fact, it is unexpected that people's job satisfaction is very sensitive to daily troubles.
2. Fairness in compensation

Whatever your job is, to make you feel satisfied, first of all, you must be fairly paid. The bigger the difference between the money you think you deserve and the money you actually get, the more dissatisfied you will feel.
3. Feedback

Nothing is worse than not knowing if you are doing a good job. When it comes to job satisfaction, no news is bad news. Getting negative feedback can be painful, but at least it tells you where you can improve. On the other hand, positive feedback can change all aspects of people's satisfaction.
4. Honeymoon and Hangover

When people start a new job, they experience a honeymoon of one to two months, when satisfaction levels skyrocket. But about six months later, satisfaction began to decline.

Increase employee satisfaction

1. Establish a fair pay system

2. Improve job design, care for employees, and strengthen

In the organization, the management's understanding of employees' job satisfaction information is of great significance for better human resource development and management:

(1) Monitoring the status of the organization

(2) Improve organization management

Through the survey of employees 'job satisfaction, we can see employees' views on their superiors and improve communication in the organization, which is conducive to improving human resource development and management from multiple perspectives.

(3) Motivate employees

(D) promote the development of employees

(V) Monitoring organization reform plan

(6) Improving the ability of collaboration and cooperation among enterprise employees, thereby improving work efficiency

Job satisfaction originated from the research report of Hawthorne's experiment (1927 ~ 1932) by Mayo et al. "Emotion of work affects their work behavior, and social and psychological factors of workers determine job satisfaction and productivity. The main factor. " The scholar who formally proposed the concept of job satisfaction is Hoppock. In his doctoral dissertation, Hoppock (1935) formally defined job satisfaction as: the employee's psychological and physical satisfaction with environmental factors, that is, the employee's job satisfaction The subjective response of the situation. ^[2] These data are sufficient to show the importance of job satisfaction.