Job satisfaction is the extent to it people like or dislike their jobs (global satisfaction) or aspect of their job (facet satisfaction). It is usually measured with questionnaires administrated to employees. Several popular job satisfaction scales are available:
* Job Descriptive index (JDI)
* Minnesota Satisfaction Questionnaire (MSQ)
* Job in General Scale (JIG)
Research has linked job satisfaction to a number of job environment variables. It has been shown to correlate with job characteristics, pay and justice. Job satisfaction has also been found to correlate with personal characteristics, including age and various personality variables, such as negative affective and locus of control.
Research has linked job satisfaction to several employee behavior. Lack of satisfaction seems to be a cause of employee turnover. It is related modestly to job performance and slightly to absence, although it is not clear that satisfaction is the causes of either. There is evidence that performance may be the cause of satisfaction. Job satisfaction has even been linked to employee health, but we will need future research to tell us specifically how job attitude might affect health.
Organizational commitment is another attitudinal variable that has been popular among I/O researchers. Commitment concerns the employee’s attachment to the organization. It co-relates strongly with job satisfaction, but it is conceptually different. Three component of commitment have been identified as affective, continuance and normative. Organizational commitment has many of the same correlates as job satisfaction, including job characteristics, role variables, turnover, absence and age.
The expression of positive emotions be employees on the job, either because they are satisfied or are required to engage in emotional labor can have positive effects on organizational performance, but emotional labor can have both positive and negative effects on employees.