Concept of Job Satisfaction: sd{rf/Lx?n] sfo{ ;Dkfbgaf6 b]vfPsf] ;sf/fTds efjgfnfO{ sfo{ ;Gt'li6 elgG5 . cyf{t sd{rf/Lx?n] cfkmgf] sfdaf6 k"0f{?kn] ;Gtf]ifsf] dx;'; ug'{nfO{ sfo{ ;Gt'li6 elgG5 . sfo{ ;Gt'li6 s'i7fsf] ljkl/t cj:yf xf] . of] sd{rf/Ln] ;+:yfdf sfd u/] jfkt k|fKt ug]{ ;Gt'li6 xf] .
Oolb sd{rf/Ldf sfo{ ;Gt'li6 ePdf sd{rf/Ln] sfdnfO{ :jLsf/
ub{5g / sfdk|lt ;sf/fTds Jojxf/ b]vfpF5g . olb ;+u7gdf ;xL vfnsf] sfo{ ;Dkfbg
x'G5 eg] To;n] g} sfo{ ;Gt'li6nfO{ k|ltlglwTj ub{5 . tnj, eQf, sfo{ ;d"x,
;'kl/j]If0f, ?rLk"0f{ sfo{, kbf]Gglt, sfo{ jftfj/0f, cflb tTjx? sfo{
;Gt'li6 ;+u ;DjlGwt 5g .
According
to Robbins and Sanghi " Job satisfaction is an individual's general
attitude towards his/her job." JolQmsf] p;sf] pgsf] sfo{ k|ltsf] ;fdfGo k|j[lQ sfo{ ;Gt'li6
xf] .
Expectation
about the Discrepancies job Actual Job Conditions
Pay
Pay
Job
itself Job
itself
Promotion Promotion
Supervision Supervision
Work
group Employee
job Work group
Work
condition satisfactoin Work
condition
dflysf] tflnsfaf6 of] :ki6 x'G5sL ;+u7gsf] sfo{ ck]Iff /
jf:tljs sfo{ cj:yfjLr ;dfgtf sfod x'g'nfO{ sfo{ ;Gt'li6 elgG5 . olb sfo{ ck]Iff
/ jf:tljsf sfo{ cj:yf jLr cGt/ b]lvG5g eg] sfo{ ;Gt'li6 k|fKt x'g ;Sb}g . oL
b'j}sf jLrdf hlt w]/} cGt/ cfpF5g Tolt g} c;Gt'li6 j95g . t;y{ Joj:yfksn]
sd{rf/Lx?NfO{ k"0f{ sfo{ ;Gt'li6df /fVgsf nflu sfo{ ;+u ;DjlGwt tTjx?sf]
k"0f{ Joj:yf ug'{kb{5 .
5.5
Measurement of Job Satisfacton: sfo{ ;Gt'li6sf] dfkg
sfo{ ;Gt'li6 JolQmsf] sfo{ k|ltsf] ;sf/fTds wf/0ff xf] . s'g}
klg JolQmn] sfo{sf jf/]df tof/ efjgfTds ;Gt'li6nfO{ sfo{ ;Gt'li6 elgG5 . sfo{
;Gt'li6nfO{ JolQmsf] sfo{ ;Dkfbg / p;nfO{ k|bfg ul/Psf ;]jf ;'ljwfx?n] k|efj
kfb{5g . t;y{ sd{rf/Lx? sfo{ k|lt slQsf] ;Gt'i6 5g jf c;Gt'i6 5g eg]/ j'emg'
kg]{ x'G5 . ;fdfGotof sd{rf/Ln] b]vfPsf] Jojxf/af6 p;sf] sfo{ ;Gt'li6nfO{ a'emg
;lsG5 tyfkL ljlwjt ?kdf sfo{ ;Gt'li6 dfkg ug]{ ljlwx? lgDgfg';f/ /x]sf 5g .
1)
Single Global Rating Method: -Psn
ljZjJofkL dfkg ljlw_M sfo{ ;Gt'li6 dfkg ug]{ o; ljlw cGt/ut ;+u7gsf k|To]s
sd{rf/LnfO{ s'g} Ps k|Zgsf] pQ/ lbg nufOG5 . pQm k|Zgsf] nflu kfFr j6f ljsNkx?
lbOPsf x'G5g / s'g} Pssf] 5gf}6 ub{5g . sd{rf/Ln] 5gf}6 u/]sf] ljsNksf] cfwf/df
sfo{ ;Gt'li6 dfkg ul/G5 .
2)
Summation of Job Factors Method -sfo{ tTj of]u ljlw_M o; ljlw cGt/ut sfdsf d'Vo tTjx? klxrfg
u/]/ sd{rf/Lx?sf] k|ltlqmof dfluG5 . k|ltlqmofsf cfwf/df klxrfg ul/Psf
tTjx?nfO{ Pp6f :t/Lo :s]ndf dfkg ul/G5 / k|To]s tTjsf] ef/nfO{ hf]8]/ sfo{
;Gt'li6sf] s'n of]u kQf nufOG5 . o; cGt/ut lgDg ljlwx? kb{5g .
a)
Job Descriptive Index –JDI –-sfo{
j0f{g ;"rs_M o; ljlw cGt/ut ;j{k|yd sfo{ ;Gt'li6nfO{ k|efj kfg]{ tTjx?
h:t} sfd, tnj, kbf]Gglt, ;'kl/j]If0f, sfo{ cj:yf, ;xsdL{ cflb tTjx?sf] klxrfg
ul/G5 . oL tTjx?sf] klxrfg ul/;s] kl5 ;Gt'li6 qmd lgwf{/0f ul/G5 .
b)
Minnesota Satisfaction Questionnaire-MSQ -ldGg];f]6f ;Gt'li6
k|ZgfjnL_M sd{rf/L ;Gt'li6 dfkg ug{sf] nflu o; ljlw cGt/ut sfo{ ;+u ;DjlGwt !))
j6f k|Zgx?sf] ;"rL tof/ ul/G5 . tL ;Dk"0f{ k|Zgx? dWo]af6 s'g} Ps
sfo{ ;+u ;Djlgwt @) j6f k|Zgx? ;f]lwG5g . x/]s k|Zgsf] nflu % j6f ljsNkx? lbOPsf
x'G5g / s'g} Ps ljsNkdf uf]nf] lrGx nufpOG5 .
c)
Need Satisfaction Questionnaire- NSQ –-cfjZostf ;Gt'li6 k|ZgfjnL_M
of] ljlw ljz]if u/]/ Joj:yfksLo
sd{rf/Lx?sf] sfo{ ;Gt'li6 dfkg ug{sf] nflu k|of]u ul/G5 . o; ljlw cGt/ut
Joj:yfksLo ;d:of Pj+ r'gf}ltx?df Wofg lbP/ k|ZgjfnL tof/ ul/G5 . o;df xfn s] 5
/ s] x'g kb{5 eGg] k|Zgx? /flvG5g / k|To]s k|Zgsf] nflu Go"gtd ! / clwstdf
& c+s sfod ul/G5 . pQm c+sx?df sd{rf/Ln] s'g} Ps c+sdf /]hf lrGx nufpF5g .
3)
Critical Incident Method: -;+j]bgzLn
k|;+u ljlw_M o; ljlw cGt/ut sfo{ ;Dkfbgsf] qmddf sd{rf/Lx?n] dxz'; u/]sf
kl/l:ylt, 36gf / sfo{sf jf/]df cleJolQm a'emg nufO{ sfo{ k|ltsf] wf/0ff a'emg
;lsG5 .
4)
Interview: o;
ljlw cGt/ut sd{rf/Lx?sf cfjZostf, ?rL, rfxgf, / ;d:ofx?sf] jf/]df k|ToIf
cGt/jftf{ lnP/ sfo{ ;Gt'li6sf jf/]df a'lemG5 .
Effective of
Job Satisfaction on Employees Performance
1) Decrease in absenteeism
2) Maintains harmonise relation
3) Increase in productivity
4) Decrease employee turnover
5) Increase in efficiency
6) Increase in organizational citizenship
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