4.5 Satisfaction at work

4.5.1 Theories of job satisfaction.

• theories of job satisfaction: Herzberg's two factor theory including hygiene and motivational factors.
• Hackman and Oldham's job characteristics theory including job characteristics and psychological states.
• techniques of job design: enrichment, rotation and enlargement, e.g. Belias and Sklikas, (2013).
• Relevant issues and debates and methodology for this topic include: application to everyday life, cultural differences, reductionism versus holism, idiographic versus nomothetic, generalisations.

This matters because —theories of job satisfaction determines what can be inferred or chosen; begin with the stated conditions and keep the conclusion tied to the evidence.

Example: apply —theories of job satisfaction to one small, clearly defined case, show the key step or comparison, and explain the result in words.

Boundary: —Theories of job satisfaction is not a universal recommendation. Check the syllabus scope, assumptions, units and the limits of the evidence before generalising.

4.5.2 Measuring job satisfaction.

• job satisfaction rating scales and questionnaires focusing on the job descriptive index (JDI).
• Walton's quality of working life (QWL) including eight dimensions to evaluate QWL.
• Relevant issues and debates and methodology for this topic include: individual and situational explanations, quantitative and qualitative data, psychometrics, validity, reliability.

This matters because —measuring job satisfaction determines what can be inferred or chosen; begin with the stated conditions and keep the conclusion tied to the evidence.

Example: apply —measuring job satisfaction to one small, clearly defined case, show the key step or comparison, and explain the result in words.

Boundary: —Measuring job satisfaction is not a universal recommendation. Check the syllabus scope, assumptions, units and the limits of the evidence before generalising.

4.5.3 Attitudes to work.

• workplace sabotage including methods and reasons for sabotage (exemplified by the following key study).
• Key study reasons for sabotage in the workplace: Giacalone and Rosenfeld (1987).
• Blau and Boal's absenteeism and organisational commitment model including types of absence, categories of commitment.
• Relevant issues and debates and methodology for this topic include: application to everyday life, individual and situational explanations, reductionism versus holism, idiographic versus nomothetic, generalisations. knowledge and skills to explore the challenges plays a key role in every student's education.'.

This matters because —attitudes to work determines what can be inferred or chosen; begin with the stated conditions and keep the conclusion tied to the evidence.

Example: apply —attitudes to work to one small, clearly defined case, show the key step or comparison, and explain the result in words.

Boundary: —Attitudes to work is not a universal recommendation. Check the syllabus scope, assumptions, units and the limits of the evidence before generalising.