Assignment 1 |
By : Sanjula Hapuarachchi |
1.0 Introduction 2
1.1 Purpose of the report 2
1.2 Personality 2
1.3 Methodology 2
2.0 Job Satisfaction 3
2.1 Definition and relationship to turnover 3
2.2 Locus of control 3
2.2.1 Definition 3
2.2.2 Internal LOC Vs External LOC 4
2.3 Two-Factor Theory 5
2.3.1 Definition 5
2.3.2 Motivators Vs Hygiene factors 5
2.3.3 Application of the theory 5
3.0 Organizational Commitment 6
3.1 Definition and relationship to turnover 6
3.2 Value Congruence 6
3.2.1 Definition 6
3.2.2 The effect of value congruence on the three types of organizational commitment 6
3.3 The Five ...view middle of the document...
2.0 Job Satisfaction
2.1 Definition and relationship to turnover
Job satisfaction is known as an employee attitude that reflects or describes positive feeling about one’s job, resulting from an evaluation of its characteristics (Robbins & Judge, 2012). It is known to be one of the main reasons effecting turnover. The reason it is mostly disregarded as a likely reason for turnover is because employees are more likely to leave due to being lured by other job prospects rather than actual discomfort caused by the current job (Robbins & Judge, 2012). This is more likely to be the case in employees who have higher education as there will be more alternatives. In order to stop this from occurring, managers must take measures to increase job satisfaction.
2.2 Locus of control
Recent studies have concluded that that an interaction between LOC (Locus of control) and Job Satisfaction can be seen. As one the elements that shapes our personality, LOC refers “to the extent to which people believe they or external factors, such as chance and powerful others, are in control of the events that influence their lives” (Firth et al., 2004). It is denoted that individuals that believe that their own capabilities and behavior defines their incentives tend to have an internal LOC whereas individuals who believe that the incentives they receive are beyond their control tend to have an external LOC (Rotter, 1966).
2.2.2 Internal LOC Vs External LOC
It is assumed that internal LOC tend to have higher levels of job satisfaction. Some studies reveal that employees with high internal LOC are expected to cope with stress more effectively and efficiently than someone with high external LOC (Rahim, 1996). Other research conducted found that employees with an external LOC are more likely to be vulnerable to stress and therefore perceive most events as stressful (Kalbers and Fogarty, 2005). These studies have produced similar conclusions which state that negative influences on job satisfaction are more likely to be a result of external LOC rather that internal LOC and employees with an internal LOC were thought to have lower levels of stress and higher levels of job satisfaction (Silverthorne, 2008).
2.3 Two-Factor Theory
Another measure that can be taken by managers to increase job satisfaction is the two factor theory. This theory states that there are two factors that affect job satisfaction/dissatisfaction and hence argues that satisfaction/dissatisfaction cannot be measured on the same continuum (Greenberg, 2005). The two factors in this theory are motivators which are factors that give an employee satisfaction and hygiene factors which does not motivate or satisfy the employee (Greenberg, 2005).
2.3.2 Motivators Vs Hygiene factors
It is said that motivators, when present at high levels, contribute to job satisfaction but when absent, do not lead to job dissatisfaction – just less satisfaction. This is due...