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Minh Nguyen

Prof. Luis Felipe Gómez

ORGS 102

March 25th, 2016

Individual Research Report

For the research assignment, our group use knowledge from the materials of the class to

prepare a survey about job satisfaction from all the employees in the organization of Sacred

Heart. Generally, it is a community service, which solely aims to bring hope and opportunities

for needed people to stay out of poverty. In my view, job satisfaction plays an important role to

the development and the productivity of an organization. It is explained by that a contribution

from each individuals in the company effect to the overall operation. Therefore, the reflection of

job satisfaction through lens of several factors such as employee’s attitudes and behavioral

elements influence to the success of the company in broad and long term. For instance, the Job

Satisfaction Theory from article of Job Satisfaction Case Study suggests that the correlations

between job satisfaction and work engagement, productivity and turnover is strong and

compulsive.

In my opinion, job satisfaction is an abstract term. According to a psychological article

of “Work Attitudes and Job Motivation”, the philosopher Locke coins the term as the fulfilled

and enjoyable state of emotion coming from the experiences at work. However, this definition is

too wide to lead into any practical aspects. For example, how can we measure the enjoyment of

the employee from their daily work at the company? Moreover,if a worker only is happy with an

aspect of the work environment such as the work schedule, does it reflect the general picture of

job satisfaction? It is really important to break it down into smaller concepts that can help to

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integrate with the questions in the survey for the best study. From the Job Satisfaction Theory by

Locke in 1976, it indicates that there are vital and crucial components to consider for job

satisfaction: cognition, emotion and behaviors. Each component provides different angles that

are linking to each other for the overall evaluation. For instance, the theory points out that while

the cognitive factor concentrates on employees’ thoughts and beliefs involving with their jobs,

the behavioral component refers to an employee’s actions, deeds and personality. In addition, it

also states that the emotional aspect strongly regards to employee’s attitude about his/her

position.

The convenient and clear procedure for designing survey should mainly focus to prepare

the questions in each components. It is ideal to split up the equal amount of questions in each

category. However, I have tendency to focus on the emotional component because I think that

emotion is so crucial and compulsive that it can greatly effect to other factors. Therefore,

developing a good scenario to measure employees’ attitudes is really important. According to the

article “Employee Attitudes and Job Satisfaction”, the authors Saari and Judge indicates that

there are two basic approach: facet measurement as well as global measurement. Precisely, facet

measurement aims to the employees’ attitudes through multiple dimensions of the work-place.

On the other hand, global measurement regards to the overall feeling toward the company.

Nevertheless, various question in the facet measurement sometimes does not match up

correlatively with the result from global measurement. Therefore, it is better to use the scores

from the facet measurement as the background scale because it reflects the strength together the

weakness of the company through the eyes of employees. The result from the global

measurement should serve as the real score based on that general information.

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However, I am also interested in questioning about the awareness of the company to job

satisfaction. The reason is that it can show the interaction between the company and its

employees. Although it can serve as a minor part, it is worthy to include in the survey. The main

question in this section should refers to what strategies that the company use to motivate its

employees. According to the article of “Work Motivation, Job Satisfaction, and Organizational

Commitment”, the author Ayeni, Tella and Poopla indicates that salary, wages and conditions of

service are the main points to bring the passions at work for the employees. In my opinion, the

salary can be practical aspect to keep the employee motivated. However, it only works

effectively when it reach to certain degree. When it reaches to the point that the salary is too high

to be worried about, the enjoyment and passion serves as the crucial tools to drive employees.

In conclusion, job satisfaction is really important to the success of the organization. In

order to completely understand the concept, it should be break down into three main ideas:

emotion, cognition and behaviors. The emotional component is really crucial to the overall

picture because it can influence effectively to other factors. Moreover, job satisfaction not only

reflect through the lens of employees but also through the strategies from the company to keep

its employees motivated.

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Work-Cited

Ayeni, C. O., Poopola, S. O., Tella, A. (2007 April 16). Work Motivation, Job Satisfaction,

Organisational Commitment of Library Personnel in Academic and Research Libraries in Oyo

State, Nigeria. Library Philosphy and Practice.

http://digitalcommons.unl.edu/cgi/viewcontent.cgi?article=1118&context=libphilprac

Judge, T. A, Saari, L. M. (2004). Employee Attitudes and Job Satisfaction. Human Resource

Management, 43, 395-407. https://www.utm.edu/staff/mikem/documents/jobsatisfaction.pdf

Redmond, B. (2011 November 08). Job Satisfication Case Study. Work Attitudes and Job

Motivation.

https://wikispaces.psu.edu/display/PSYCH484/Fall+2011+Job+Satisfaction+Case+Study

Redmond, B. (2015 November 09). Job Satisfaction.

https://wikispaces.psu.edu/display/PSYCH484/11.+Job+Satisfaction