Indian Journal of Industrial Relations: Economics & Social Dev.

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Predictability of Job-Satisfaction: An Analysis from Age Perspective


Affiliations
1 Faculty of Commerce, Banaras Hindu University, India
     

   Subscribe/Renew Journal


The Life Span Model of Career Development divides the life span into five different stages; Initial, Establishment, Maintenance, Growth and Decline. An individual becomes a full time member in an organization at Establishment Stage and remains engaged with the same or different employers until he reaches the Decline Stage around 60 years of age. The employee may frequently change his employers but his attitude towards the job changes in a consistent manner. The results of a survey in an insurance company with Minnesota Satisfaction Questionnaire fail to predict overall satisfaction at any stage. It is concluded that appropriate modulation in each aspect while designing contents of a job for an employee at a particular age group may increase his satisfaction to a large extent.
Subscription Login to verify subscription
User
Notifications
Font Size


  • Barling, Julian, Kelloway, E. Kevin& Iverson, Roderick D. (2003), “High Quality Work, Job Satisfaction and Occupational Injuries”, Journal of Applied Psychology, 88 (2): 276-83

  • Carraher, Shaw M. & Buckley, M. Ronald (1996), “Cognitive Complexity and the Perceived Dimensionality of Pay Satisfaction”, Journal of Applied Psychology, 81(1):102-09

  • Cloutier, Julie & Vilhuber, Lars (2008), “Procedural Justice Criteria in Salary Determination”, Journal of Managerial Psychology, 23(6): 713-40

  • Cron, William L. (1984), “Industrial Sales Person Development: A Career Stages Perspective”, The Journal of Marketing, 48(4): 41- 52.

  • Farh, Jiing-Lih, Griffeth, Rodger W., & Balkin, David B. (1991), “Effects of choice of pay plans on satisfaction, goal setting, and performance”, Journal of Organizational Behavior, 12: 55-62.

  • Francis, James G. & Milbourn Jr., Gene (1980), Human Behaviour in the Work Environment: A Managerial Perspective, Goodyear Publishing Co. Inc, California: Santa Monica.

  • Hackman, J. Richard & Lawler III, Edward E. (1971), “Employee Reactions to Job Characteristics, Journal of Applied Psychology, 55(3): 259 – 86.

  • Hackman, J. Richard, & Oldham, Greg R. (1976), “Motivation through the Design of Work: Test of a Theory”, Organizational Behaviour and Human Performance,16: 250-79.

  • Harris, Thomas C., & Locke, Edwin A. (1974), “Replication of white collar-blue collar differences in sources of satisfaction and dis satisfaction”, Journal of Applied Psychology, 59(3): 369-70.

  • Janssen, Peter P.M., De Jonge, Jan & Bakker, Arnold B. (1999), “Specific Determinants of Intrinsic Work Motivation, Burnout and Turnover Intentions: A Study among Nurses”, Journal of Advance Nursing, 29(6): 1360 – 69.

  • Kanungo, Rabindra N. (1982), “Measurement of Job and Work Involvement”. Journal of Applied Psychology, 67(3):341 – 49.

  • Korman, Abraham K., Greenhaus, Jeffrey H.& Baden, Irwin J. (1977), “Personnel Attitude and Motivation”, Annual Review of Psychology, 28:175 – 96.

  • Locke, Edwin A. (1969), “What Is Job Satisfaction?” Organizational Behaviour and Human Performance,4(4): 309 – 36.

  • Major, Brenda & Konar, Ellen (1984), “An Investigation of Sex Differences in Pay Expectations and Their Possible Causes”, Academy of Management Journal, 27(4):777-92.

  • Miller, D.C. & Form, W.H. (1951), Industrial Sociology, New York: Harper.

  • Miller, Katharine I.& Monge, Peter R. (1986), “Participation, Satisfaction, and Productivity: A Meta-analytic Review”, Academy of Management Journal, 27(4) 777-92

  • Mitchell, Terence R.& Mitchell, Amy E. (1999), “The Meaning of Money: An Individual Difference Perspective”, Academy of Management Review, 24(3): 568-78.

  • Mobley, William H., Griffeth, H.H., Hand, H.H. & Meglino, B.M. (1979), “Review and Conceptual Analysis of the Employee Turnover Process”, Psychological Bulletin, 86:493-522.

  • Porter, Lyman W., Lawler, Edward E. (1968), Managerial Attitudes and Performance, Homewood, IL: Irwin.

  • Riggio, Ronald E. (1990), Introduction to Industrial and Organizational Psychology. Scott Forseman & Company.

  • Schaufeli, W.B. & Enzmann, D. (1998), The Burnout Companion to Study and Practice: A Critical Analysis, London: Taylor & Francis.

  • Smart, Roslyn & Peterson, Candida (1997), “Super’s Career Stages and Decision to Change Career”, Journal of Vocational Behaviour, 51: 358-74

  • Smith, Patricia Cain, Kendall, L.M. & Hulin, C.L. (1969), The Measurement of Satisfaction in Work and Retirement, Chicago: Rand- McNally.

  • Super, Donald E. (1957), The Psychology of Careers, New York: Harper & Row.

  • Taylor, Fred W. (1947), The Principles of Scientific Management, New York: Norton. The Hindu (14th December, 2004), “Job Satisfaction Higher among Indian Workers, Says Study”

  • Vegt, Gerben S. Van Der, Emans, Ben J. M.& Vliert, Evert van De (2001), “Patterns of Interdependence in Work Teams: A Two- Level Investigation of the Relations with Job Team Satisfaction”, Personnel Psychology, 54 :51-69.

  • Warr, Peter, Cook, John,& Wall, Toby (1979), “Scales for Measurement of Some Work Attitudes and Aspects of Psychological Well being”, Journal of Occupational Psychology, 52: 129 – 48.

  • Weiss, David J., Dawis, Rene V., England, George W. & Lofquist, Lloyd H. (1967), Manual for the Minnesota Satisfaction Questionnaire, Minnesota Studies on Vocational Rehabilitation, Vol.22. Minneapolis: University of Minnesota Industrial Relations Center.


Abstract Views: 323

PDF Views: 0




  • Predictability of Job-Satisfaction: An Analysis from Age Perspective

Abstract Views: 323  |  PDF Views: 0

Authors

Anshuman Bhattacharya
Faculty of Commerce, Banaras Hindu University, India

Abstract


The Life Span Model of Career Development divides the life span into five different stages; Initial, Establishment, Maintenance, Growth and Decline. An individual becomes a full time member in an organization at Establishment Stage and remains engaged with the same or different employers until he reaches the Decline Stage around 60 years of age. The employee may frequently change his employers but his attitude towards the job changes in a consistent manner. The results of a survey in an insurance company with Minnesota Satisfaction Questionnaire fail to predict overall satisfaction at any stage. It is concluded that appropriate modulation in each aspect while designing contents of a job for an employee at a particular age group may increase his satisfaction to a large extent.

References