Need some help using the article "Employee attitudes and job satisfaction". Human Resource Management on employee attitudes and job satisfaction. This article identifies three major gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal employee attitude in particular job satisfaction:
(1) the causes of employee attitudes,
(2) the results of positive or negative job satisfaction, and
(3) how to measure and influence employee attitudes.
Explain what the 3 gaps between HR practice and the scientific research are.
Explain how and to which extent research on job satisfaction resolves each of the three gaps. Try to be as specific.
Where do you think the gaps still exist and how future research on job satisfaction can help to close these gaps? Use at least two examples to substantiate your answer.
Identify the three major gaps between HR practice and the scientific research on job satisfaction.
Explain how research on job satisfaction resolves each of the three gaps.
Where do you think the gaps still exist and how research on job satisfaction can help close these gaps?
The three major gaps identified in the article are the causes of employee attitudes, the results of positive or negative job satisfaction and how to measure and influence employee attitudes.
The Causes of Employee Attitudes
The work environment is indentified as a cause of employee attitudes, positive or negative. HR professionals work to sustain or improve employee attitudes through implementing employee engagement activities and standardizing management practices.
In addition to the work environment, the work assigned is a contributor to employee attitudes. Work that is routine, redundant or otherwise unfulfilling greatly impacts the mood and overall disposition of employees.
Research in this area concludes that an employee's job satisfaction scores are consistent even if he/she changes positions or companies. Scores are also linked to an individual's temperament and dispositions. According to the article, not much is understood about how dispositions impact job satisfaction. Companies can overcome personality/disposition conflicts by using personality tests in their recruitment and selection process.
From a cultural aspect, employee attitudes are greatly influenced by the type of position an individual holds. An individual of a different heritage might devalue a job working in housekeeping versus an executive position. Therefore, the employee's attitude about the work he/she performs could lead to lower levels of job satisfaction and a negative attitude.
The nature of the work itself is said to be one of the more important facets of an employee's job. Work should be interesting, challenging and engaging in order to motivate employees to show up for work each day and grow and develop in their positions. As indicated in the article, many managers believe pay to be more influential whereas, research conducted reflects that job duties are more important to employees and compensation or wages ranked fifth.
The Results of Positive or Negative Job Satisfaction
Happy employees can result in higher production rates and happy customers. However, many management and HR professionals must decide what's more ...
How would you define job satisfaction?
I have the following information from reading but this needs to be expressed better.
Job satisfaction essentially represents employee's overall evaluation of their jobs, including feelings of positive affect toward their jobs or job situations.
Job satisfaction can be defined as an employee's overall evaluation of his or her job as favorable or unfavorable (e.g., Locke, 1976; Spector, 1997a). In this sense, job satisfaction is basically an employee's attitude toward his or her job (see Eagly & Chaiken, 1993).
Jex, S. M., & Britt, T. W. (2008). Organizational Psychology. A Scientist-Practitioner Approach (2nd ed.). Hoboken, NJ: Wiley and Sons.