Job. Job satisfaction. Theories of job satisfaction.

Individual differences in people's approaches to work.

Attitude to work is a set of beliefs, feelings and thoughts about how to behave, related to work in an organization.

There are 2 types of rel-th to work exerted-x influence on the horn. behavior:

- satisfaction

- organizational involvement

Job satisfaction is a collection of feelings and beliefs, experiencing. man-com in relation to the current work.

3 factors influencing. on job satisfaction:

1) individuality

2) labor situation

3) social influence

Factors influencing. on job satisfaction on the labor situation:

- tasks, a cat. decided by an employee

- people with a cat. have to contact in work

- Wednesday in the cat. h / c works

- rel-e org-tion to h / ku

Social impact - the impact of other people or groups on the types of rel-nd and behavior of h / k (colleagues with whom h / k works).

Theory of job satisfaction.

3 naib. influence the theory of job satisfaction:

1) face model.

2) motivating theory and physiologist. Herzberg factors.

3) deviation model.

The model of the verge is based on the work situation; elements or faces and analyzes how much the employees get satisfaction from each of these faces.

The verge of labor:

1) The degree of sp-i abilities (achievements, promotion, power, remuneration, colleagues, creativity, recognition, answers, working conditions, etc.).

The overall degree of satisfaction is h / ka work opr-Xia summation degree of satisfaction on each face.

The usefulness of the verge model encourages men and researchers to recognize that work affects people by different parties, and that for the concrete. h / k some labor edges are preferable to others.

2) The theory of Herzberg (T. f-ditch atmospheric actualization).

At the heart of t. Position that each. h / ka there are 2 sets of needs and demands: motivating and physiological factors.

Motivating f-ry associated directly with the work itself: the achievement of goals, the possibility of growth or development.

Physiological f-ry associated with physical and mental conditions, in the cat. work is done: remuneration, men-t, rel-me with colleagues, f-r personal life, etc.

According to Hertzberg, h / a can at the same time be satisfied with work and disappointment.

Led the following dependencies:

1) When satisfying motivating needs, employees will be satisfied; when not satisfied => not satisfied.

2) When satisfied physiological. staff needs will not be disappointed when they are not satisfied.

The theory actualized attention to the need to design a har-ra slave. places and works and taking into account their impact on the org. behavior.

3) Model deviations.

It is based on a simple idea of ​​comparing one's work, with a certain ideal work, a cat variant. m. or a variant of conclusions h / ka about work, or work in its previous place. In accordance with the model of deviations, when the individual’s expectations regarding ideal work are high and not satisfied, they become frustrated with the work.

Potential consequences of job satisfaction.

1) Job satisfaction is not too connected with the performance indicators (behavior) h / ka.

2) Job satisfaction has a weak correlation with absenteeism.

3) Staff turnover (job satisfaction affects staff turnover).

4) Job satisfaction affects soc. significant employee behavior.

Org. Participation is a combination of feelings and beliefs experienced by h / com in relation to the whole org-tion.