2.2 Review of related theories There are some of the theory of model related to job stress and job satisfaction required in order to support this research. Therefore, related theory, conceptual and previous literature review will be discussed to support this research. 2.2.1 Job Demand-Control (support) theory Job Demand-Control (support) theory presented by Karasek in 1979 is related to the factor work overload in this research (Hassard & Cox, 2015). According to Hassard and Cox (2015), Job Demand-Control model proposed that job stress is outcomes from the relationship between two dimensions of the work environment which are job control and psychological job demands. According to Karasek (1979), psychological demands usually stated to work This theory also states that persons who able to work in a team, confident, responsibility towards other in order to sustain his or her position could be a leader. According Dansereau, Graen and Haga (1975) in where the theory of Leader-Member Exchange (LMX) stems from the term “Vertical Dyad Linkage (VDL). This theory indicated that all of the relationship between the leaders and the followers need to undergo three stages which are role-taking, role-making and routinization (Dansereau, Graen & Haga, 1975). First stage is role- taking in where the team members first to join the group then leaders will judge their skills and abilities at this stage. The next stages in role-making in where the new group members will start to performing the task in team, the leaders will expect to see the followers show loyalty and hardworking in perform their tasks. The LMX theory believed that the leaders will category the new group member into two groups which are in-group and out-group. Last stages will be the routinization between the group member and leader are established. Group member with in-group will show loyalty, respect, persistent and tolerance towards the leaders (Dansereau, Graen & Haga,
Chapter 4 May-28-13 11:44 AM Job Satisfaction: • Job satisfaction: pleasureable emotional state resulting from the appraisal of one's job or job experiences -- how you feel about your job and what you think about your job • Employees with high job satisfaction experience positive feelings when they think about their duties or take part in task activities • Employees with low job satisfaction experience negative feelings when they think about their duties or take part in their task activities •…
that, job satisfaction is defined as the pleasurable or positive emotional state resulting from the overall evaluation of one’s job or job experiences, and is a factor of the extent to which individual needs are met in the work setting. Consequently, it can be both intrinsic, deriving from internally mediated rewards such as the job itself, and extrinsic, resulting from externally mediated rewards such as satisfaction with pay (Porter and Kramer, 2004). Moreover, increased job satisfaction has been…
Assignment on: Employee Attitudes and Job Satisfaction Done by: T.K. Cédric Wan Wing Kai(081461) Cohort: BSc (Hons) Human Resource Management 09 Part Time Table of Contents Introduction……………………………………………………………………………………………………..3 Employee Attitude……………………………………………………………………………………………4 * Features of Attitudes………………………………………………………………………………………………………….4 Attitudes, Opinions and Beliefs……………………………………………………………………….5 Factors in Attitude formation………………………………………………………………………...6 Methods of Attitude…
The two-factor theory (also known asHerzberg's motivation-hygiene theory anddual-factor theory) states that there are certain factors in the workplace that causejob satisfaction, while a separate set of factors cause dissatisfaction. It was developed by Frederick Herzberg, apsychologist, who theorized that job satisfaction and job dissatisfaction act independently of each other.[1] Two-factor theory fundamentals: Attitudes and their connection with industrial mental health are related to Maslow's theory of…
employment decision making, in the absence of evidence demonstrating its job relatedness, (Arthur, et al. 2006) are somewhat wary of its migration into personnel selection for a variety of reasons. First, when used in this manner, P-O fit serves and functions as a test. Under these circumstances, it must be held to the same psychometric and legal standards expected of other personnel tests and predictors. In particular P-O fit should be job related, as typically conceptualized in standard employment testing…
SCOPE INTRODUCTION Rationale of the Study Job satisfaction is simply how people feel about their jobs and different aspects of their jobs. It is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. As it is generally assessed, job satisfaction is an attitudinal variable. In the past, job satisfaction was approached by some researchers from the perspective of need fulfilment – that is, whether or not the job met the employee’s physical and psychological needs…
concepts about job satisfaction and adds a new dynamic to this rich world of opportunities. Regardless of origins, it is hard for an employee to perform a job day after day and still feel thrilled over time, or worse, for an employee to have a job that he/she never enjoyed in the first place. How can management reach higher levels of job satisfaction? How does the…
hierarchy-of-needs theory; (b) the motivation-hygiene theory; (c) the equity theory; and (d) the expectancy theory? Answer: A1. What role would money play in: (a) the hierarchy-of-needs theory; (b) the motivation-hygiene theory; (c) the equity theory; and (d) the expectancy theory Money plays different roles in different theories. (a) For the Hierarchy-of-needs Theory, Maslow has set up…
brings most job satisfaction. Concepts of the major theories such as Maslow’s hierarchy-need theory, Herzberg’s hygiene theory, Adam’s Equity theory, Expectancy theory and Achievement motivation theory are differentiated and explained. Job satisfaction is one of the major characteristic that all employee want, as it brings happiness, contentment and confidence in their life which in turn helps them to improve their performance at their respective jobs. These theories teach how job satisfaction can be…
Chapter 1 THE PROBLEM AND ITS BACKGROUND Introduction Employee motivation and job satisfaction have always been an important issue in an organization, but few organizations have not made motivation and job satisfaction top priorities or even neglected the issue at times. The failure of the managers in the organization to determine the motivational factors of the employees will create dissatisfaction of the employees which will eventually result to the decrease in productivity of the employees…
