Hygiene FactorsHygiene factors are basic employee expectations that do not improve satisfaction when they are met but can dramatically reduce satisfaction when they aren't met. For example, an employee who expects a lunch hour may be very dissatisfied when they are regularly asked to forgo lunch.
HoursWorking hours such as unstable, inflexible and unpredictable shift work versus regular or flexible hours.
LocationThe convenience, comfort and appeal of working locations such as offices. For example, working in a stimulating and lively urban neighborhood as opposed to a remote industrial location.
CommuteAn employee's commute to get to working locations. A difficult commute is a remarkably common source of job dissatisfaction that can be somewhat outside of an employer's control.
TravelThe travel requirements of a job. Certain types of travel may be viewed as a perk by some employees while others find any travel at all stressful.
Organization CultureThe habits, norms and expectations of an organization and team. For example, a diligent employee who enjoys the high level of professionalism and commitment required by a team.
Office PoliticsThe political environment an employee needs to navigate. For example, a generally cooperative and friendly environment versus an environment of harsh political infighting.
TransparencyThe perception that an employer is forth coming with relevant information.
EthicsAn employee who believes an organization is doing good things for people and planet may be more motivated than an employee who feels their work has a negative impact.realities at the top.
ChangeThe pace of change at an organization. Some employees value stability and defend the status quo while others push for change and can be frustrated by resistance to change.
ConsistencyEmployees may value a sense of consistency such as principles that remain the same over time. Where strategy, mission and principles change in ways that are perceived as inconsistent and nonsensical employees may become disengaged.
WorkloadEmployees may feel stressed out by both excessive work and a lack of meaningful or productive work.not challenging.
Social StatusSocial status gained through employment such as respect, popularity or authority. In many cases, working for a large or well known company impresses people and represents a form of social status.
Job SecurityThe sense that an employee is valued and important to a firm such that they are unlikely to be let go.
TermsThe perception that the legal terms associated with a job are fair.
TrustA relationship based on mutual trust between an employee and employer is conductive to employee satisfaction. For example, an employer that is constantly monitoring and collecting data about employees in a way that doesn't signal trust may face employee satisfaction issues.
Process & ProcedureThe sense that the processes, practices and procedures instituted at an organization make sense. Following processes perceived as irrational tends to decrease employee morale.
Health & SafetyHealth and safety risks associated with a job.
RemunerationThe total compensation achieved by an employee including base salary, incentives, perks and the value of benefits to the employee.
AuthoritySome individuals value the authority attached to a job. For example, a manager who takes pride in being the boss.performance goals and evaluations are fair and consistent.
OpportunityThe belief that high quality work and diligent effort will be rewarded.
SummaryThe following are common things that contribute to job satisfaction:
OverviewReasons for job satisfaction can differ greatly by individual but are often generally low or generally high across an entire organization based on its culture.
|Definition: Job Satisfaction|
The degree to which employees are satisfied or dissatisfied with a job.