CHAPTER I

The PROBLEM AND ITS 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 for the things provided by work (Cote S., and Morgan LM, 2002).

In a report on job satisfaction by the National Center for Education Statistics (2003) revealed many factors that contributed to higher
This theory states that satisfaction and dissatisfaction are driven by different factors – motivation and hygiene factors, respectively. An employee’s motivation to work is continually related to job satisfaction of a subordinate. Motivation can be seen as an inner force that drives individuals to attain personal and organizational goals. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the work carried out. Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. However, Path-Goal Theory contends that the leader must motivate subordinates by: (1) emphasizing the relationship between the subordinates' own needs and the organizational goals; (2) clarifying and facilitating the path subordinates must take to fulfill their own needs as well as the organization's needs (google.com,2010)

Another well-known job satisfaction theory is the Dispositional Theory (Jackson April 2007). Accordingly, it is a very general theory that suggests that people have innate dispositions that cause them to have