Researchers have made considerable efforts to demonstrate the relationship between job performance and job satisfaction. The goals of researchers are to put across that the two aspects are related in a unique fashion by stating that a good worker is a happy worker. Other groups of researchers have instead argued against the relationship between positive attitude and job satisfaction towards work in relation to job performance.
The hypothesis that a apply worker is a good worker to this group of researchers is not valid. This ambiguity is what is making researchers to develop new attempts from previous reexamination and research. Job satisfaction is a multifaceted and complex concept. Motivation is highly related to job satisfaction.
Attention on employee job satisfaction has in the recent past been seen to contribute to improved work organization, better job design and better working environment. Job satisfaction affects the morale of the employed and a working environment which employees has morale and job satisfaction enables the organization to attain maximum profitability and productivity.
Job satisfaction is important to the organization because it reduces high rate of employee turnover and it eliminates the organization from undergoing great expenses in training new employees (Weiss, 2002, pp 174). Managers, supervisors, and employers have a major role to play in ensuring staff members are satisfied with the job they are doing.
They should be played well, given a flexible working schedule and the managers have to instill employees with hope and sense of belonging. This ensures that the employees have high morale and motivation which leads them to having job satisfaction. Job satisfaction means detainment of talents in the organization making it to have competitive advantage (Saari, L & Judge, 2004,, pp 395-407).
Weiss, H. M. (2002). Deconstructing job satisfaction: separating evaluations, beliefs and effective experiences. Human Resource Management, p.174
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