Theories of job satisfaction: An overview

The theories of job satisfaction contributed by various scholars over a period of time are amplified in this article based on qualitative research method. Job satisfaction theories have evolved in a manner similar to motivation theories. The classic theories have served as a basis for the evolution of job satisfaction research. The content theories were concerned with the specific identity of what it is within an individual or his/her environment that energizes and sustains behavior. The two-factor theory suggests that human needs fall under two categories. The process theories define the major variables that are important for explaining motivated people. The equity theory deals with the assumption of employees about a fair and equitable return for their contributions to their jobs. The reference group theory gave rise to the thought that employees compare their inputs and outputs from his/her job to others. The fulfillment theory explains how much of a reward or outcome they are receiving for their work. The work adjustment theory indicates the correspondence between the individual and the work environment. The job characteristics model is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The dispositional theory suggests that the characteristics of people determine their level of job satisfaction. The affect theory tells how satisfied/dissatisfied one becomes when expectations are/aren't met. The scholars have concluded that the Herzberg's motivator-hygiene approach should be integrated with the personality traits of the employees to understand the combined impact on job satisfaction.