According to Robbins (2015), “Job satisfaction is a positive feeling about a job resulting from an evaluation of its characteristics” (p.73). After analyzing the data, we found out that most of the employees are satisfied with their jobs, but some are highly satisfied while some are highly dissatisfied. According to Robbins, summation of the job facets method is a better method to measure job satisfaction. Using this method, we found that employees who like their pay, got promotion opportunities, and like the relationship with their coworkers are more satisfied than their coworkers. Moreover, amount of training could also be one of the factors that contributed to the job satisfaction (Robbins, 2015). The standard deviation for job satisfaction
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On the other hand, extrinsic factors such as quality of supervision, pay, company policies, physical working condition, and relationship with others, and job security are related to job dissatisfaction. They are called hygiene factors, and if they are adequate, employees won’t be dissatisfied (Robbins, 2015). In the given organization, employees who are promoted to the higher position or are recognized by their employers were highly satisfied with their jobs. Employees who are highly dissatisfied are not happy either with the quality of the supervision, or with their pay. In the survey, highly dissatisfied employees wrote that they least like the fact that their boss doesn’t care about their opinion, the management is unprofessional, and their pay. While those who aren’t dissatisfied, they were happy with their coworkers and with the environment of the organization. By analyzing the data, we found that employees who are highly dissatisfied are showing symptoms of turnover. Dissatisfaction is an attitude which leads to turnover behavior. Highly dissatisfied employees are using Exist Response as a consequence of …show more content…
71). Most of the employees have low perceived organizational support while few have high organization support. One of the reasons is that rewards are not distributed fairly, and employees don’t see their managers as supportive. Ingroup favoritism could be a reason that few employees perceive their organization as supportive while others don’t. According to Robbins (2015), “Ingroup favoritism is a perspective in which we see members of our ingroup as better than other people, and people not in our group as all the same” (p.245). While conducting a survey, we found that few people are getting favors in term of workload, pay, flexible hours, and recognition. People with same ethnicity were in in-groups while others were in out-groups. Most of the employees said favoritism is not an issue in pay raise, but the standard deviation of this question is high. It means that some employees strongly disagree that favoritism is not an issue in pay raises while some strongly agree. There is a high variance in the aforesaid question also because of in-group favoritism. Employees identified the favoritism using the equity theory. “Equity theory states that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities” (Robbins, 2015, p.201). Employees compared their effort,
On the other hand, extrinsic factors such as quality of supervision, pay, company policies, physical working condition, and relationship with others, and job security are related to job dissatisfaction. They are called hygiene factors, and if they are adequate, employees won’t be dissatisfied (Robbins, 2015). In the given organization, employees who are promoted to the higher position or are recognized by their employers were highly satisfied with their jobs. Employees who are highly dissatisfied are not happy either with the quality of the supervision, or with their pay. In the survey, highly dissatisfied employees wrote that they least like the fact that their boss doesn’t care about their opinion, the management is unprofessional, and their pay. While those who aren’t dissatisfied, they were happy with their coworkers and with the environment of the organization. By analyzing the data, we found that employees who are highly dissatisfied are showing symptoms of turnover. Dissatisfaction is an attitude which leads to turnover behavior. Highly dissatisfied employees are using Exist Response as a consequence of …show more content…
71). Most of the employees have low perceived organizational support while few have high organization support. One of the reasons is that rewards are not distributed fairly, and employees don’t see their managers as supportive. Ingroup favoritism could be a reason that few employees perceive their organization as supportive while others don’t. According to Robbins (2015), “Ingroup favoritism is a perspective in which we see members of our ingroup as better than other people, and people not in our group as all the same” (p.245). While conducting a survey, we found that few people are getting favors in term of workload, pay, flexible hours, and recognition. People with same ethnicity were in in-groups while others were in out-groups. Most of the employees said favoritism is not an issue in pay raise, but the standard deviation of this question is high. It means that some employees strongly disagree that favoritism is not an issue in pay raises while some strongly agree. There is a high variance in the aforesaid question also because of in-group favoritism. Employees identified the favoritism using the equity theory. “Equity theory states that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities” (Robbins, 2015, p.201). Employees compared their effort,