Factors Affecting Job Satisfaction

Factors Affecting Job Satisfaction

The dream of every employee or job seeker is to derive maximum satisfaction, pleasure, happiness, and fulfillment from what they do. Work can get toxic and exhausting sometimes; it is easy to become disinterested in work, especially when you feel unsatisfied. In contrast, work becomes extremely worthwhile when employees come in every morning feeling satisfied. You feel like you are investing your time and effort well. This enables you to become more productive, more creative, more inventive, and altruistic. Also, job satisfaction results in the overall growth and development of the organization. Indeed, a “happy employee is a productive employee”.

Research has shown that employees and workers who perform best in an organization are often the ones who enjoy their work. The satisfaction derived makes them turn organizational projects into their passion; they become more motivated, committed, and result-oriented albeit with smiles on their faces. Also, feeling fulfilled and satisfied with work is a form of the reward itself; it creates psychological and emotional balance. In addition, it enhances employee’s work-life balance and reduces employee turnover. Thus, organizations and businesses need to put in place modalities to ensure employee job satisfaction. You don’t want to have a team or group of disgruntled workers.

Relatively, a combination of factors or reasons is responsible for the overall job satisfaction of an employee. This may include economical, physical, mental, psychological, or social factors. Similarly, supervisors, managers, and employers also have roles to play to ensure job satisfaction in an organization. As a leader, make sure that every resource or support needed to carry out and accomplish the assigned task is made available to employees. Undoubtedly, worker’s performance suffers and deteriorates when they are not satisfied with their jobs and quality of life. Therefore, this article will look at the factors that affect job satisfaction.


Definition of Job Satisfaction

Job satisfaction can be defined as a measure of employee’s contentedness with their job, whether they like the job or individual aspects or facets of jobs. Job satisfaction can be measured in cognitive (evaluative), affective (emotional), and behavioral components. Additionally, an employee can enjoy something as little as a cordial relationship with coworkers to feel contented and satisfied.  Job satisfaction has proven to be a big factor in employee engagement and the level of discretionary effort team members are likely to make.  Also, work is an important part of human lives; individuals spend a large part of their day or lives working, hence, the need for job satisfaction in every parastatal or entity. Ensuring job satisfaction among workers may lead to cost reduction by reducing absences, tasks error, and conflicts at work.

What are the factors that affect job satisfaction?

Although every worker is unique in his/her goals and vision for work, there is an agreement on distinct factors that affect job satisfaction. These factors include;

  • Working environment/conditions and culture
  • Opportunity for growth and advancement
  • Relationship with coworkers
  • Workload and stress level
  • Leadership style
  • Relationship with supervisors and managers
  • Financial reward and salary
  • Fair policies and practice
  • Appreciation and feedback
  • Safety and job security
  • Creativity in Job

Working environment/conditions and culture: The working environment and culture in companies and firms affect job satisfaction. Conducive and ambient working conditions may lead to a sense of fulfillment and contentedness with work. Employees will always turn up to work smiling and raring to give their all daily. Also, a positive and all-inclusive work culture may enhance job satisfaction among workers. In contrast, a toxic and conflict-ridden work environment may lead to dissatisfaction among your employees.

Opportunity for growth and advancement: The ultimate goal of every employee is career growth, progression, and advancement. Depending on the organization, this forms part of the long and short-term vision. An organization that doesn’t provide opportunities for employee growth and development will have little to no job satisfaction within its workforce. On the other hand, job satisfaction is enhanced when companies put in place, opportunities for mentorship, professional growth, and career progression. No employee is contended with being stagnant; we all want progress. Employees are more satisfied with their current job if they see a path available to move up the ranks.

Relationship with coworkers: Another propellant for job satisfaction is your relationship with coworkers. Individuals are often placed in teams at work; their ability to coexist or not affects job satisfaction. Employees who enjoy a cordial relationship with others at work tend to find their jobs satisfying and vice versa.  Most importantly, you mustn’t have a cordially personal relationship with a fellow worker to feel satisfied; you can have just an excellent professional working relationship with team members to have job satisfaction. This can come in form of constructive criticism, idea sharing, and effective communication. Also, most employees seek to be treated with respect by those they work with; a hostile, rude, and unpleasant coworker can lower one’s job satisfaction.

Workload and stress level: Dealing with a workload that is far too heavy and deadlines that are impossible to reach can cause job satisfaction to erode for even the most dedicated employee. Falling short of deadlines results in conflict between employees and supervisors and raises the stress level of the workplace. The office operates in a crisis mode because supervisors don’t allow enough time for employees to perform their assigned tasks effectively or because staff levels are inadequate.

Leadership style: The styles of leadership adopted by the management or leaders of organizations affect job satisfaction as well. Institutions that give their employees equal and fair opportunities to initiate or show their talent and skills will boost their job satisfaction rate. However, organizations that don’t give room for input and suggestions from their employees will arguably have a less satisfied workforce. Leadership styles that depict and show bias or chronic autocracy towards certain workers have adverse effects on job satisfaction.

Relationship with supervisors: In every job, employees are assigned managers and supervisors to work under. It is vital to have a functional manager-employee relationship. Employees who find their supervisor’s doors opened tend to feel highly satisfied with their jobs. At times, workers have genuine concerns and worries that may influence their ability to effectively do their jobs. Giving such employees a listening ear and proffering solutions to such worries enhances job satisfaction.

Financial reward and salary: The wage structure in companies and organizations affect job satisfaction as well. Employees who feel the salary and accompanying benefits is fair enough tend to be highly satisfied with their jobs. Conversely, employees who feel underpaid will be less satisfied with their jobs respectively. In general, salaries and wages should be a reflection of employee’s input and effort. Also, there should be a mechanism for salary increment depending on the organization. In addition, opportunities to earn special incentives, such as bonuses, extra paid time off, or vacations, bring excitement and higher job satisfaction to the workplace.

Fair policies and practice: Generally, demotivation and dissatisfaction arise among employees when they perceive or see unfair policies and practices prevail at work. In contrast, job satisfaction is enhanced when workers feel that the organization makes decisions about promotion and staff welfare in a fair and just manner.

Appreciation and feedback: The statement “the human race loves to be appreciated” cannot be overemphasized; for every small work done, employees want to receive appreciation and recognition from their supervisors and colleagues. Acknowledging employees in front of others for a job well done boosts their morale, encourages them, and leads to job satisfaction.

Relatively, not receiving feedback on work done can be quite discouraging for most workers. Effective feedback will help the team members know where they are and how they can improve. Feedback can be positive or negative; regardless, letting employees know where they’ve done well, and areas to improve on can increase job satisfaction.

Safety and security: Companies and firms have been taking unending measures to ensure that employees are catered to different kinds of facilities like health care and medical check-ups. This aspect of safety and security plays a major role in job satisfaction. If employees don’t feel secured and safe at organizations they work in, the level of job satisfaction will ultimately be impeded.

Creativity in the job: Additionally, creativity leads to higher job satisfaction. There is a sense of fulfillment among employees when they are allowed to make creative input on a project. After the project, such employees feel like the project belongs to them, even if it was just a creative sentence inputted.

Ways to Improve Employees’ Job Satisfaction

  1. Rewards and recognition: Reward and recognize your employee’s excellent work always.
  2. Employee retention: Be sure to keep your workforce for the long term. Employees feel satisfied when they perceive they are in a job for the long term.
  3. Encourage employee health: Put in place, good corporate health programs for employees
  4. Offer constructive feedback: Constructively offer feedback after appraising your employees’ performance.
  5. Respond better to employees’ feedback: Always respond well to constructive criticism and work on developing yourself.


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