员工工作满意度外文文献翻译.docx

员工工作满意度外文文献翻译.docx

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员工工作满意度外文文献翻译

文献信息

文献标题：

FactorsInfluencingEmployeeJobSatisfaction:

AConceptualAnalysis（员工工作满意度影响因素的概念分析）

文献作者及出处:

Hee0C,YanLH,RizalAM,etal.FactorsInfluencingEmployeeJobSatisfaction:

AConceptualAnalysis卩］.Internation创JournalofAcademicResearchinBusinessandSocialSciences,2018,8（6）,331-340.

字数统计：

英文3575单词，20442字符；中文6162汉字

外文文献

FactorsInfluencingEmployeeJobSatisfaction:

A

ConceptualAnalysis

AbstractAsenvironmentbecomeincreasinglydynamic,innovationisgettingmoreandmoreimportant.Themosteffectivesourcesofinnovationareoftenideasemergedfromwithinanorganization,usuallyfromemployees.Highturnoverandlowproductivitywhichbadlyaffectanorganizationcanbetheresultjobdissatisfaction.Understandingthefactorsthatcontributetojobsatisfactionisessentialbecauseithelpstoidentifythereasonsandareaswhichemployeesarenotsatisfiedwith.Throughthisunderstanding,changesandadjustmentsoforganizationalpolicies,organizationstructureandjobdesigncanbealteredtoenhancethelevelofemployeejobsatisfaction.Thisstudyonlyfocusedonthreemostcommonprevailingfactorswhicharejobstress,lackofcommunication,andpaythatinfluencejobsatisfactionatworkplace.Jobstresshasbeengenerallydefinedasafactorwhichhasnegativeimpactonjobsatisfaction.Thehigherthestresslevelis,themorelikelythatanemployeeisnothappyandnotsatisfiedwithhisjob.Lackofcommunicationorbadcommunicationdampensemployees'jobsatisfactionbecauseemployeestendtoperformatalowerlevelwhentheyfeelneglected.Besides,

lackofcommunication

canalsoleadtoconfusionbetweenmanagementandotheremployeesthroughouttheorganizationwhichmightincurfrustrationandresentment.Employeesneedtofeelappreciated,asemployeesandashuman.Employee1sjobsatisfactionandorganizationalretentionratecanbeboostedthroughahealthycompensationplanwithroomforbonusesandpayrises.Throughtheunderstandingofthefactors,organizationscanbeawareofthesymptomsbeforehandandtakeprecautiontosupportandincreasethejobsatisfactionlevelofemployees.Inorderforanorganizationtosustainandgrowitsbusiness,jobsatisfactionisthelongtermsolutionfortalentretentionandincreasedperformanceandproductivity.

Keywords:

EmployeeJobSatisfaction,PerceivedStress,LackOfCommunication,Pay.

Introduction

Therequirementsofindividualshavebeenchangedduetotheincreaseinqualityoflifeandeconomicgrowthinthesocieties（Tutuncu&Kozak,2007）.Mostindividualsspendalargepartoftheirlivesatwork;thechangeofrequirementstowardslifehasalsochangedtheirexpectations,emotionsandfeelingstowardstheirjobs（An,Cha,Moon,Ruggiero,&Jang,2014）.Thereisgrowinginteresttowardsjobsatisfactioninorganizationsasemployeejobsatisfactioniscrucialtothesuccessofanybusiness.Improvementsofjobsatisfactionhavepositiveeffectonemployees'motivation,performance,andproductivity.Theseareimportantelementsthatanorganizationneedstomaintainacompetitiveworkforceinordertodealwithchallengesarisefromthecompetitivebusinessenvironment（Marzuki,Permadi,&Sunaryo,2012）.Jobsatisfactionisalsodirectlyrelatedtoaloweremployeeturnoverrate,lowerobsenteeismrate,higherproductivity,andbetterperformanceswhicharecloselyassociatedtotheorganizationc'osstefficiencyforbusiness（Gazioglu&Tansel,2006）.Therelationshipbetweenjobsatisfactionandperformancewasarelativelyrecentstudywhichindicatedthatthedegreeofjobsatisfactionfeltbyemployeesdeterminestheirworkperformance.Thestudyoftherelationshipbetweenjobsatisfactionandperformancevalidatedthecommonbeliefthatuaproductiveworker"（Marzuki,Permadi,&Sunaryo,2012）.Inthiscase,increasingandmaintainingthedegreeofemployeejobsatisfactionshouldbeapriorityforeveryemployer（Gregory,2011）.Understandingthefactorsthatcontributetojobsatisfactionisessentialbecauseithelpsahappyworkertoidentifythereasonsandareaswhichemployeesarenotsatisfiedwith.Throughthisunderstanding,changesandadjustmentsoforganizationalpolicies,organizationstructureandjob

designcanbealteredtoenhancethelevelofemployeejobsatisfaction.Therearenumerousfactorsthatmightdiscouragetheemployeesandleadtojobdissatisfactionsuchashighstress,lackoforganizationalcommunication,lackofrecognition,limitedopportunityforpersonalandcareergrowth,jobcharacteristics,jobsecurity,pay,socialrelationshipwithinanorganizationandmanymore.However,thisstudyonlyfocusedonthreemostcommonprevailingfactorswhichinfluencejobsatisfactionatworkplace.Thethreefactorsdiscussedinthisstudywerejobstress,lackofcommunication,andpay.Thisstudyintendstoestablishaconceptualframeworkwhichcontributestowardstalentretention,increasedperformanceandproductivityinthedynamicbusinessenvironment.

JobSatisfaction

Jobsatisfactionreferstoanemployee'esmotionalstatewhichcoversthecompleterangeofemotionsfrompositivetonegative（Zhang,Yao,&Cheong,2011）.Thus,jobsatisfactioncanalsobedefinedaspleasantnessorunpleasantnessofemployeesduringtheirwork.Besides,jobsatisfactioncanalsobedescribedasapositivefeelingaboutajoborjobexperience（Tutuncu&Kozak,2007）.Ontheotherhand,Fisher（2000）claimedthatjobsatisfactionisakindofattitudeandattitudesgenerallycontaintwocomponentswhichareaffectivecomponent（feelingandemotional）andcognitivecomponent（comparison,judgmentandbelief）.Jobsatisfactioncanbeseenastheresultofachainreactioninvolvingthemotivationtosatisfyaneed.Thischaincombinesseveralfactorsormotivatorswhichwillinfluenceorinduceanindividualtoperform（Marzuki,Permadi,&Sunaryo,2012）.EarlytheoryofmotivationdevelopedbyMaslowwhichistheMaslow'sHierarchyofNeed

hadprovidedgroundforfurtherstudiesonthefactorsthatmotivatehuman.Thetheoryproposedthathumanmotivesarebasedonneedsthatstartinanascendingorderfromthelowestleveltothehighestlevel.Thehierarchymovesfromlowerlevelneedssuchasphysiologicalneeds,safetyandsecurity,socialneedstohigherlevelneedssuchasself-esteemandself-actualizationneeds.Individualscannotmovetothenexthigherleveluntilallneedsatthelowerlevelaresatisfied.Whenonesetofneedsissatisfied,itnolongerservedasamotivator（Marzuki,Permadi,&Sunaryo,2012）.AnothertheorywhichcontributedtotherelatedliteratureistheHerzberg'smotivation-hygienetheory.ThistheorydevelopedbyHerzbergisalsoknownastwo-factortheory.Herzberg1smo-htiyvgaiteionnetheoryemphasizedthatsatisfactionanddissatisfactionweretwodistinctvariableswhichwerenotpartofasinglecontinuum.Theoppositeofjobsatisfactionisnojobsatisfaction;similarlytheoppositeofjobdissatisfactionisnojobdissatisfaction.Herzbergidentifiedtwogroupsofneeds;motivatorsrefertohumanneedstoachieveandexperiencepsychologicalgrowthwhicharerelatedtojobsuchasrecognitionforachievement,promotionandetc.Anothergroupwhichiscalledhygienefactorisreferredtothebasichumanbiologicalneedssuchassalary,security,workingconditionsandetc（Marzuki,Permadi,&Sunaryo,2012）.Hygienefactorsdeterminetheextenttowhichanemployeecanavoidjobdissatisfaction（Zhang,Yao,&Cheong,2011）.Intheliterature,theimportanceofjobsatisfactionisoftenlinkedtoworkperformanceandorganizationalproductivityortootherimportantwork-relatedattitudesandbehaviors—suchasabsenteeism,turnover,andreductionoflitigation（Zhang,Yao,&Cheong,2011）.RefertoBranham（2005）,Gallupstudiesreportedthatorganizationswithhigheremployeesatisfactionachieved86percentcustomerratings,76percentmoresuccessinloweringturnover,44percenthigherprofitabilityand78percentsafetyrecords.Thusemployeehappinessatworkshouldbepaidattentionbytheemployers.Employeejobdissatisfactioncanbringdisasterstoanorganizationwhichbadlyaffectsthedailyoperation,suchaslackofinterestfortheirresponsibilities,tardinessinshowingupforwork,mildtoseverewithdrawalfromtheirjobsanddiminishingjobperformance.Allthesemayendupwithemployeesleavingtheorganizationwhichcausehighemployeeturnoverintheorganization（Gregory,2011）.Putinanotherway,employeeswhoperceivetheirjobsassatisfactoryaremorelikelytoworkandstayinthecurrentjobsandinthecurrentorganizationinthefuture.Otherwise,employeesaremorelikelytoleaveandwhichinturnwillinfluencetheperformanceoftheorganizationanditscosts（Tutuncu&Kozak,2007）.Employersarefacedwiththetasktomotivateemployeesandcreatehighjobsatisfactionamongtheiremployees.Thus,understandingofthefactorswhichinfluencejobsatisfactionisessentialforemployers.Throughtheunderstandingofthefactors,organizationswillbeabletomakerelevantchangestopreventemployeefrustrationandlowemployeejobsatisfaction（Dowal&Taha,2006）.Inthisstudy,jobsatisfactionhasbeenproposedasthedependentvariableinthetheoreticalframework（RefertoFigure1）.Theinfluenceofthethreefactors（jobstress,lackofcommunication,andpay）tojobsatisfactionwouldbediscussedinthefollowingsections.

JobStress

Jobstressisgenerallydefinedas"anemployee'-reslafetedlinhgasrdonfejosbs,

tension,anxiety,frustration,worry,emotionalexhaustion,anddistress（Mnahfood,Pollock,&Longmire,2013）.Refertoempiricalstudies（Lambert&Pauline,2008;Mahfood,Pollock&Longmire,2013）,stresshadbeen