Organizational Behavior – Job Satisfaction
Essay title: Organizational Behavior – Job Satisfaction
Index
Introduction………………………………………………………………………….2
Methodology………………………………………………………………………3
Findings……………………………………………………………………………..5
Discussion
Relation 1: Job Satisfaction – Money.………………………………………….9
Relation 2: Job Satisfaction – Rewards and Job Perspectives…………………10
Relation 3: Job Satisfaction – Relation with Colleagues and Boss……………11
Relation 4: Job Satisfaction – Business Area …………………………………12
Relation 5: Job Satisfaction – Working Hours………………………………..13
Relation 6: Job Satisfaction – Perceived Fairness and Equity…………….…..13
New Theory on Job Satisfaction……………………………………………………15
Conclusion……………………………………………..…………………………..18
Literature……………………………………………………………………………20
Exhibits……………………………………………………………………………..21
Introduction
In the beginning of this semester in the course “Organizational Behavior” we were told to present a paper based upon job satisfaction. We should interview people that started working not long ago. We choose a few questions about the subject and we inquired six persons about them.
Job satisfaction is a result of employees’ perception of how well their job provides those things that are viewed as important. Job satisfaction is an emotional response to a job situation and is often determined by how well outcomes meet or exceed expectations. In our interviews we focus on some factors that we consider are of importance in terms of job satisfaction.
After the interviews we analyzed the answers, we discuss them within the group and we came out with a 6 relations that would be interesting to study. We expose our hypothesis and drawn our conclusions based on our interviews in the point 4 of our paper.
The next step was probably the biggest challenge: to come up with a new theory on job satisfaction. This we’ve done on point 5 where the new theory and the explanation of it is presented.
In the conclusion we wrote our findings and the things we learned with this paper.
Methodology
In order to gather the necessary information that could better help us understand why people feel satisfied or unsatisfied with their job, we decided to base our interview’s questions in key factors that we believe to be determinant in the process of analysing and explaining individual satisfaction.
We started by contacting former Nova students with a maximum working experience of 10 years (the data had to be similar regarding the faculty, study field, etc.). This was rather easy to accomplish considering that some of us had colleagues from our university that already