I think that it is the sense that you performed your job the best way you could that offers the sense of accomplishment that means so much more than money.
Employees with low job satisfaction are less productive simply because they are less available to perform. The research is very clear that low job satisfaction is a primary cause of employee withdrawal behaviors. Employees withdraw from work in stages.
First, employees show up late. They withdraw further by not showing up for work e.
The final stage of employee withdrawal is turnover. Employee withdrawal hits both your top line and your bottom line. Employees that are late to or absent from work cause major production and customer service disruptions.
Lateness and absenteeism causes severe stress for employees and managers that have to scramble to fill the gaps. The erosion of product and service quality is inevitable. Recruiting, interviewing, orienting, and training new employees is expensive.
If your employees are showing up late for work and your turnover rate is high, I can guarantee you that low job satisfaction is one of the main reasons.
Dissatisfied employees are less committed, they are poor organizational citizens, and they are often unavailable to perform.
Treat the importance of job satisfaction as a myth and your employees will make you pay for it.Job Affect and Job Satisfaction 3 Job Satisfaction and Job Affect Employees may and often do have many attitudes about their job and their work.
High-performance work systems (HPWS) are a group of separate but interconnected human resource (HR) practices – e.g. selection, training, performance appraisal, and compensation – designed to enhance employee effectiveness.
Why should you measure employee satisfaction? Everyone wants to love their job, right?
After all, if you’re going to spend the majority of your waking hours at work you should feel happy there. This paper analyzes the relationship between employee satisfaction and long-run stock returns. A value-weighted portfolio of the “ Best Companies to Work For in America” earned an annual four-factor alpha of % from to , and % above industry benchmarks.
This article identifies three major gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal employee attitude in particular—job satisfaction: (1) the causes of employee attitudes, (2) the results of positive or negative job satisfaction, and (3) how to measure and influence employee attitudes.
Impact of Attitudes. An employee's attitude has a potential to impact his interactions with others and his individual work performance. Attitude affects an employee's reactions to others, including colleagues, supervisors and customers; attitude affects his perception of his job and his value to the organization.