Job Satisfaction: Overview (this is a summary of some of Locke’s,

1976 Handbook article. Herzberg’s theory is not mentioned below

because his theory is no longer considered valid. Both so-called
motivators and hygienes lead to both satisfaction and dissatisfaction).
Edwin A. Locke (2016)
Job Factors in Satisfaction
1. Work
 Love of the activity, personal interest
 Love of achievement (meeting standards of excellence)
 [NOTE: the above two have been confounded as “intrinsic motivation”—this is a
serious error—the two are not the same—you can like doing something without
trying to be expert at it and you can work to be good at something that you do not
greatly enjoy)
 Mental challenge, engaging your mind, growing, learning new things- without
this you get bored—control over key aspects of the work
 Belief that the work is in some way important
2. Pay
 Pay is set by a fair method or procedure (procedural justice)
 Amount of pay is fair (distributive justice)
 Pay is high (almost no one thinks they are paid too much and most would like
more)
3. Pomotions: opportunity for advancement, growth; fair process (for those with ambition)
4. Peers, colleagues
 Nice to work with, cooperative, considerate
 Honest
 Competent: can do their jobs well
5. Supervisor (if have one)
 Can trust their competence, their integrity and their good will
 Make clear what your job goals are
 Give fair recognition, credit, praise
 Considerate, respectful
6. Top Leadership
 Competent: can put the pieces together so that the organization succeeds
 Honest
7. Benefits & policies
 Competitive with similar organizations
 The more the better (there is no limit to what might be offered)
 Healthy, safe working conditions
Attributes of the Individual
Individual factors obviously play a role. Most fundamental are one’s values; people
will enjoy jobs that are commensurate with their values or allow them to pursue their values.
Personality and mental health also play a role.
Job Satisfaction and Action
This is a big subject. The most consistent result as that dissatisfaction leads to turnover
but many other factors can lead to turnover as well (see the work of Lee, Mitchell et al).
Satisfaction is sometimes associated with performance but the causal direction can work both
ways. Satisfaction may contribute to health and life happiness.