In order to answer the objectives previously mentioned, the study reviewed job satisfaction-related literature in defining what job satisfaction is, its intrinsic and extrinsic factors, and other elements that can either increase or decrease it. The study used published peer-reviewed articles in scholarly journals from year 2000 and onwards. All articles included in the study are empirical and have used questionnaires as methodological approach.
Job satisfaction has been the topic of various researches for the past few decades, focusing on the factors that affect job satisfaction, how it can be achieved, and how it can be enhanced (Hoppock, 1935). It has also been said that job satisfaction can determine the quality of performance and productivity of an individual (Patterson, et al 2004). By definition, job satisfaction can be feelings, attitudes and emotions that employees feel towards work-related aspects (Lock, 1976). These can be their relationships with their co-workers, wages, workload, and working environment (Jackson and Corr, 2002). This implies that if an individual employee is satisfied with his/her working environment of the amount of salary and compensation that he/she receives, his level of job satisfaction will correspondingly increase. However, if an individual suffers from over workload or stressful environment, it can contribute to his/her dissatisfaction. It also implies that job dissatisfaction can lead to poor level of performance and absenteeism of an employee.
Job satisfaction also consists of intrinsic and extrinsic factors. Intrinsic factors are an individual evaluation of the quality of work performed; how the work was handled professionally; individual development of skills and expansion of horizon; and intellectual growth and maturity. Extrinsic factors, on the other hand, include the kind of work environment; salary provided and bonuses; rewards and promotions in return for excellent performance;