Job Satisfaction

that employees involving into the process of decision-making really positively affects on job satisfaction. The whole climate of involving created by a principal makes larger impact on job satisfaction than participation in the making of decision of limited range.8 Working groups. Direct affect on job satisfaction makes the very nature of work groups. Benevolent, ready to come to help colleagues are personally a certain source of job satisfaction feeling for any individual. Working group serves for a single office worker is a source of support, comfort, advice and enjoyment from the very job. A “good” working group fosters a gaining of a greater joy and pleasure from job. On another hand, when the opposite situation is observed, i.e. when it is hard to get along with the people, the given factor imposes negative impact on job satisfaction. Working conditions. One more factor imposing moderate impact on job satisfaction is working conditions. If conditions are good (e.g. offices are neat and cosy, clean and engaging), staff could easier manage their job. If bad working conditions were available (e.g. it is hot or noisy in the office), it would be more difficult for employees to implement their work. Otherwise, working conditions affect job satisfaction similar to working groups influence. If all were favorably around, there would not be problems with job satisfaction. A majority of people does not pay any special attention, if only these are not excessively bad. Moreover, availability of numerous claims on working conditions often testifies an availability of other problems. For example, a manager may claim on that evening before his office has been badly cleaned, however anger indeed is the result of his morning meeting with chiefs during that he had been reproved for bad implementation. Nonetheless, for the last years working conditions obtain once again great importance in terms of work force diversification. For instance, several organizations included an opportunity to choose a flexible work schedule in employers working conditions that illustrates a fragment “Diversification management in action: Flexible approach key to success”.

The consequences of Job Satisfaction

Job satisfaction is presented desirable as from a viewpoint of a single employer as society in total. Never the less, pragmatically, from personnel effective management side and organization in the whole, it is important to determine, in which detailed way job satisfaction corresponds to the results of industrial activity. Otherwise, if employers are content with the job, it is asked, whether it means that they would work better, and also whether organization productivity will increase in the whole. On other hand, by the low satisfaction one may ask, if there would be problems with productivity and low efficiency. During many years this question interests as researches, engaged in the given sphere, as managers-practicians. There are no simple answers for these questions.9 Observing the results of job satisfaction, it is necessary to break analysis apart onto some specific sub chapters. The most important of them could be considered below. Job satisfaction and labor productivity. So, one can say that employees satisfied with their labor are of high productivity than those who are discontented with the job? An absence of direct correlation between satisfaction and labor results during many years embarrasses researches. Indeed, it is natural to suppose a direct dependence between satisfaction and labor results, however the data given show that there is no close correlation between them. In particular, implemented metaanalysis of scientific literature on the given question shows that only in 17 cases out of 100 between these two parameters it is succeeded in the direct correlation identification. Not always satisfaction experiencing employees are characterized with utmost productivity. There are different altering factors influencing on this dependence. The most important form such factors, apparently, is material encouragement for employers. If people receive material spur that they consider as adequate their satisfaction increases, and altogether, as a rule, and labor productivity. Further, recently certificates were gotten that even if job satisfaction does not lead to the productivity growth of separate employers, it can forward positive budges on the level of the whole organization.10 At last, alive discussions are still kept arising if job satisfaction leads to the productivity growth or not or, on the contrary, the growth of productivity to job satisfaction. Job satisfaction and personnel turnover. Does a high degree of employees labor satisfaction lead to low stuff turnover? In difference from labor productivity in correlation between labor satisfaction and personnel turnover it can be noticed some laws-guidance. High degree of satisfaction cannot itself hold turnover at the low level, however, undoubtedly, can improve situation significantly. On one hand, in case of low labor satisfaction it is likely to have a high staff turnover. One group of researchers revealed that for women of age from 18 to 25 years old a degree of their labor satisfaction helps foretell if they would change their jobs. On other hand, by the process of augmenting their length of service (duration of working in the given company) a likelihood of their move to another job place decreases. Service length for men is a serious factor as well, neutralizing later discontent feeling with their job.11 There are also other factors, such as devotion to organization, which plays important role in the correspondence defining between job (labor) satisfaction and personnel turnover. Some people just cannot imagine themselves at any other place, which is why they stay working at the same work place regardless of contentment degree. Another factor is a common economy state. When economical situation is stable and unemployment rate is low, personnel turnover as a rule magnifies, insofar people start seeking for them new better places in other organizations. Even if they are content with their available job, many still desire leave in that case if in another place there would be better opportunities, scopes, or chances granted. When an opposite situation is observed, i.e. by the lack of job places, employees can stay at their job, even if it does not suffice them. Summarizing above-mentioned, one must note that labor, or job satisfaction plays important role in the defining of personnel turnover. Although full absence of this staff turnover not always fruitful for organization, none the less, maintaining at the low level, as a rule, imposes favorable impact on organization due to costs decrease on training and costs linked to the utilization of unqualified employees at the work places. Job (Labor) satisfaction. Researches enough convincing show converse proportional dependence between labor satisfactions