本文主要讲什么是工作满意度,工作满意度在组织行为的语境中被定义为一个人以积极的方式享受工作的程度,或者是他们对工作的消极感受。工作满意度被定义为满足,或者是一个人在工作中满足了某些要求时的情绪状态。或者,当这些要求没有得到满足时,他们往往感到不满意。洛克(1969)从工作的各个方面、内在的价值体系以及个人感知和价值体系之间的关系来定义工作满意度。其他研究人员将满意度作为一种有效的反应(Cummings和Worley, 2014)。在这样的背景下,我写这篇文章是为了评估我在工作中所感受到的极度不满意,并运用了动机的三种理论来理解我不满意的原因。本篇ps代写文章由美国论文人EducationRen教育网整理,供大家参考阅读。

Job satisfaction is defined in the context of organizational behaviour as how strongly an individual enjoys their job in a positive manner or alternatively the negative feelings they have about their job. Job satisfaction is defined as contentment, or an emotional state that the person feels when some requirement of theirs is met in the workplace. Alternatively, when these requirements are not met then they tend to feel unsatisfied. Locke (1969) defines job satisfaction with respect to facets of job, the internal value system and finally relationship between individual perception and value system. Other researchers term satisfaction as an effective response (Cummings and Worley, 2014). Given this background context, this essay is written to assess the extreme dissatisfaction that I felt in a job situation, and applied three theories of motivation to understand why I was dissatisfied.
However, it still did contribute to my dissatisfaction, as I felt my management could have explained this state better. During recruitment, things were different. Potential recruits were given more freedom of opinion. I was asked for what I like about the place. I gave some feedback and suggestions. However, once I was an employee, it was as if my opinion was no longer required. However, it was a very busy season and I do understand that management was more occupied with handling many things.
Job satisfaction and dissatisfaction parameters in the workplace are based on context. I have written the essay by taking the position of being extremely dissatisfied in my part time work. I have made use of three theories to explain where my dissatisfaction stemmed from.
Using the Maslow’s helped me understand how I have both subjective and objective needs. Understanding my own needs and balancing them would help me be more satisfied. Herzberg showed me how my dissatisfaction arose from some expectations that I had on the management. There are many personal reasons as well as professional reasons for the people to continue in a job. These factors are not always simple and the management should take some initiative to fulfil them. Finally having a participative management according to the Z theory would have gone a long way to making me feel satisfied.