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# Job Satisfaction - Article Example

## Extract of sample Job Satisfaction

That may make them more satisfied with their "work" in the short run, but their performance certainly didn't improve.
Each and every organization is faced with people challenges. How do you get public moving in the right direction Start where they are. The first step is to provide feedback to employees from their current point of view. That is where Inscape Publishing comes in. For nearly 30 years Inscape guides have been first choice for research-based self-assessments. They've helped over 30 million people worldwide progress performance, increase job satisfaction and value differences (Hines, 1990).
All analysis are conducting by using SPSS for Windows (SPSS, 13.0) were utilized to conduct statistical analyses. Descriptive statistics were calculated for the employment background and the job satisfaction variables. Now we apply the hypothesis on overall job satisfaction level and ANOVA for intrinsic and extrinsic satisfactions.
Since the computed value of z falls within the rejection region, so we reject the null hypothesis (at = 0.05). So there is sufficient evidence that the average overall job satisfaction is not equals to 4.5
The significance value of the F test in the ANOVA table is 0.000 and 0.002 for intrinsic and extrinsic cases respectively. ...
Therefore,

Z =

Z = -2.1124

Critical Region
At 0.05 level of significance, the critical values are as follows,
Z < - Z/2, Z > Z/2
< -1.96, > 1.96

Decision: Reject Ho,

Conclusion
Since the computed value of z falls within the rejection region, so we reject the null hypothesis (at = 0.05). So there is sufficient evidence that the average overall job satisfaction is not equals to 4.5

Analysis of Variance (ANOVA)

The significance value of the F test in the ANOVA table is 0.000 and 0.002 for intrinsic and extrinsic cases respectively. Thus, we must reject the hypothesis that average satisfaction assessment scores are equal across both intrinsic and extrinsic groups. Now that we know the groups differ in some way, we need to learn more about the structure of the differences.
Taking overall job satisfaction as a factor - Obviously when a job is routine, these elements would be routine. What is routine is ordinary, and what is ordinary cannot be perfect. In order to have a perfect job, one has to break through these formal walls that are built to enclose a so-called professional world.

Summary
Employee expectations of certain standards for working conditions at the beginning of employment may be considered an implicit social contract with the employer. If those standards are not met, a violation of the contract occurs and system inequity results. System inequity may be the most powerful predictor of dissatisfaction given that, in addition to working conditions, it has been found to be antecedent to pay dissatisfaction. Firms seeking to reduce system inequity must promote realistic expectations of both pay and working conditions, particularly at the time of employment (Happell, 2003).

## Summary

Job satisfaction is considered to one's thoughts or mental state about the nature of their work. Job satisfaction can be influenced by a variety of factors, e.g., the quality of one's relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfillment in their work, etc.
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