We like our house. It has a driveway that is big enough to ride bikes and play basketball on a fenced backyard that helps contain our dogs, enough room inside for the family to spread out. There are things about the house that we would like to have improved, such as closet space, another bedroom, and modern bathrooms, but overall, we are quite satisfied with where we live. The idea of feeling overall satisfied but less than satisfied with some characteristics of the house is similar to feeling of satisfaction with jobs. It is possible to be satisfied with a job in a global sense and at the same time be dissatisfied with one or more particular components of the job. A person may perceive the actual work that he performs to be meaningful and enjoyable, but cares little for the people that he works with. Job satisfaction is usually regarded as being related to absenteeism, turnover, and perofrmance to some degree. That idea that overall job satisfaction can differ from satisfaction with particular dimensions, or facets, of a job is well understood among organisational reachers.
If you want to measure job satisfaction, just measures five facts:
1: Pay
2: promotion
3: Supervision
4: The work itself
5: Co-workers
Satisfaction with pay includes attitudes and perceptions about the amount of par recieved in relation to personal expectations and comparison with others. Perceiving that opportunities eists for promotion and advancement within an organisation leads to satisfaction with promotion opportunities. The relationships that workers have with supervision and co- workers contribute to satisfaction on those two job facets. Members of clergy, teachers, and social workers most likely recieve high levels of satisfaction in their jobs from the work itself. Other people might recieve the greatest levels of satisfaction from their jobs from being around and interacting with co-workers adn supervisors.
Sometimes it is desirable to have employees provide overall evaluations of job satisfaction-whereby they have account for all pertinent aspects of their jobs in one single response. At other times, managers might need to asses employee job satisfaction more specially with an account of the different facets of job satisfaction.