Topic: Job satisfaction in an MNC
Job satisfaction is an important topic to deal with in the relation of human resource management. The important role of human resource revolves around the main aspect of providing the job satisfaction to the employees. Various economists have mentioned the job satisfaction in different ways because of its different behaviour. In my research , this is the key topic to be discussed and I will try to enhance the points to be considered while making the policies for a job for any particular employee.
Job satisfaction is one of the most widely discussed and enthusiastically studied constructs. However, job satisfaction is among the most difficult constructs to define. The various definitions of job satisfaction make it clear that different researchers have different opinions about job satisfaction. According to Wood (1973), job satisfaction is the condition of contentment with one's work and its environment, denoting a positive attitude. Locke (1976) stated that job satisfaction could be viewed as a “pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences.”
Other pointed out that job satisfaction was simply a function of the degree to which a job provided the worker with positively values outcomes. Wanous (1980) said that job satisfaction was a match between a person's need and the reinforcement received from work performed in an organization.
According to Cranny, Smith and Stone (1992), general job satisfaction is an essential part of the system of consistent satisfactions. Satisfaction with definite features of a job situation causes satisfaction with the components of job, with the job in general, and eventually with life.” Similarly, Dais and Newstrom (1989) pointed out that job satisfaction could be regard as one aspect of life satisfaction; experiences on the job influence perceptions of the job, and vice versa.
The Purpose of the Study
The purpose to choose this topic is to analyze the importance of job satisfaction in Multi National Companies (MNCs). The reason to go for MNCs is the increase in the shift over of the employees for future growth. The shifting, thus, includes the satisfaction in the given job role. Through my research, I will try to analyze the causes and effect relationship between the employee and the factors behind job satisfaction in a given MNC.
Aim of the Study
The main aim of the study is to investigate the remains leading to negative and positive job satisfaction in a MNC.
The Objectives of the Study
The key objectives of the chosen topic are:
1. Estimating the causes of employee attitudes.
2. Adjudging the results of positive or negative job satisfaction
3. Measuring the employee attitude
4. To assess facet-specific levels of job satisfaction
5. To measure general job satisfaction,
There are several reasons for studying job satisfaction. “Organizations measure job satisfaction primary because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absenteeism, errors, and dissatisfaction have been found to be related to job turnover, absenteeism and tardiness.
Turnover rates have been the most constraints measure associated with job satisfaction (Atchison & Lofferts, 1972; Brayfield & Crockett, 1955l Dawis & Lofquist, 1981). Mowday (1984) recapitulate the probable pessimistic significance of employee turnover in terms of the impact on organizations. There are various impacts of pessimism in job satisfaction on the turnover of the company such as:
* Increase in the recruitment cost.
* Recruiting new employees and then training them as well.
* It can lead to reduced social relations ships among employees.
* No or only few public relations.
* Reduction in company's prospects which can hamper the growth.
According to Lawler (2005), “the research evidence clearly shows that employees' decisions about whether they will get to work on any given day and whether they will quit are effected by their feelings of job satisfaction. The fact that present satisfaction influences future absenteeism and turnover clearly indicates the causal direction is from satisfaction to behavior”.
There is a correlation between job satisfaction and variables such as achievement, recognition, the work itself, responsibility, advancement, policy and administration, working conditions, supervision, job activities and gender.
Saunders et al (2005) “Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure”.
The research to be followed is a step-by-step process. This makes the entire research process systematic. Only primary research shall be used to draw inferences. The sources used shall be of international repute and will be trustworthy. The main source will be case study and also some books, journals, articles and publications including Internet sources.
1. Adams, J. S. (1963). Toward an understanding of inequity. Journal of Abnormal and Social Psychology, 67(5), 422-436.
2. Bedeian, A. G., Ferris, G. R., & Kacmear, K. M. (1992, February). Age, tenure, and job satisfaction: A tale of two perspectives. Journal of Vocational Behavior, 33-48.
3. Brayfield, A. H., & Crockett, W. H. (1955). Employee attitudes and employee performance. Psychological Bulletin, 52, 396-424.
4. Bruce, W. M., & Blackburn, J. W. (1992). Balancing job satisfaction and performance. Westport, CT: Quorum Books.
5. Carrell, M., & Elbert, N. (1974). Some personal and organizational determinants of job satisfaction of postal clerks. Academy of Management Journal, 17(2), 368-373.
6. Cherrington, D., Nyal, D., & McMullin, B. (1989). Organizational behavior. Needham Heights, MA: Allyn and Bacon.
7. Cook, J. D., Hepworth, S. J., Wall, T. D., & Warr, P. B. (1981). The experience of work: A compendium and review of 249 measures and their use. New York: Academic Press, Inc.
8. Cranny, C. J., Smith, P. C., & Stone, E. F. (1992). Job satisfaction: How people feel about their jobs and how it affects their performance. New York: Lexington Books.
9. Fisher, C. D. (1980). On the dubious wisdom of expecting job satisfaction to correlate with performance. Academy of Management Review, 5(4), 607-612.
10. Gable, R. K., & Wolf, M. B. (1993). Instrument development in the affective domain (2nd ed.). Norwell, MA: Kluver Academic Publishers.
11. Glisson, C., & Durick, M. (1988). Predictors of job satisfaction and organizational commitment in human service organizations. Administrative Science Quarterly, 33(1), 61-81.
12. Golding, J., Resnick, A., & Crosky, F. (1983). Work satisfaction as a function of gender and job status. Journal of Applied Psychology, 60(3), 313-317.
13. Grau, M. R. (1997). An investigation of the job-related stressors of department chairpersons in a selected community college system. (Doctoral Dissertation, Texas Southern University, 1997). Dissertation Abstracts International, 58, 3379.
14. Gruneberg, M. M. (1979). Understanding job satisfaction. New York: The Macmillan Press, Ltd.
15. Hackman, J. R., & Oldham, G. R. (1975). Development of the Job Diagnostic Survey. Journal of Applied Psychology, 60(2), 159-170 Applied Psychology, 49(3), 209-216.
16. Hulin, C. L., & Smith, P. C. (1964). Sex differences in job satisfaction. Journal of Applied Psychology, 48(2), 88-92.