Chapter 6

The Causes of Job Satisfaction

The textbook discusses the five predominant models of job satisfaction. 1) need fulfillment 2) discrepancy 3) value attainment 4) equity 5) dispositional/genetic components. By knowing these models, one can try to increase job satisfaction. The need fulfillment model basically says that the more a job is able to fulfill the needs of its employees the more satisfied the employees will be. The discrepancies models are all about met expectations being correlated with job satisfaction. If expectations are greater than what is actually received by an employee then that employee will be dissatisfied. But if what is received by an employee exceeds his/her expectations then that employee will be satisfied with their job. Value attainment is about an employee's perception that his/her job allows for fulfillment of one's work values. Equity is about how an employee feels they are being treated in comparison to the other employees. If all employees feel they are treated equally then employees are more satisfied. The last model which is dispositional genetic components, states that job satisfaction is partyly a function of both personal traits and genetic factors. I also found an article that talked about another factor that affects job satisfaction. It is role stress; role stress is caused from "an individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity)." The article talks about the affects of role stress and how it is correlated with turnover rates at jobs.

Anton, Concha. "The impact of role stress on workers' behaviour through job satisfaction and organizational commitment." International Journal of Psychology 44.3 (2009): 187-194. Academic Search Complete. EBSCO. Web. 16 Feb. 2010