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Abstract
The purpose of this study is to provide greater understanding of the impact of attitudes on job satisfaction and to discuss issues related to the major practitioner gaps. The study seeks to present results from university professors studied from the Northwest Region of England. The purpose extends to reviewing significant theoretical and empirical contributions to the job satisfaction literature, emphasizing several current conceptual issues. The main finding indicates that good pay and opportunity for growth are great job satisfiers. The results also indicated perceived underpayment inequity resulting in negative emotional state.
The study focuses on three main objectives such as (1) the causes of job satisfaction, (2) the effect of negative attitudes on performance, and (3) how to influence positive attitude in employees. The objectives were examined in the context of various work related elements and their impact on the level of job satisfaction. Understanding of key elements such as pay, recognition, growth opportunities and job security can help HR practitioners and managers bridge the gap in knowledge between employee attitudes and job satisfaction. The study begins with a discussion of the definition of job satisfaction, noting several features of the definition that make job satisfaction an inherently complex social attitude. Furthermore, the study discusses the measurement of job satisfaction, bridging definitional conceptual issues and practical considerations. Several prominent theories of the antecedents of job satisfaction will be explored. Finally the study highlights some areas of research that particularly deserve future explorations.
Keywords - Job satisfaction, employee attitudes, Cognitive, Organizational Commitment, Job Characteristic Model (JCM), and Job Diagnostic Survey (JDI)
I. Introduction
The study conceptualizes job satisfaction, and in turn, seeks to help HR practitioners understand how to bridge the knowledge gap between employee attitudes and the consequences of job satisfaction on organizational effectiveness.The major practitioner knowledge gap which the study addresses is the causes of employee attitudes and job satisfaction.This is because the success of any organization relies on its workforce. As universities are the backbone in providing knowledge and contributing to the nation's economy, the efficient management of human resource and the maintenance of higher job satisfaction levels affect the growth and performance of an entire economy.In general, HR practitioners understand the importance of the work situation as a cause...