Employee job satisfaction: an empirical assessment of marketing managers as an occupationally homogeneous group

Abstract

Reports the findings of recent empirical research into the job satisfaction of an original sample of 1,326 UK marketing managers. Provides data on the nature and sources of job satisfaction/dissatisfaction and on the assessment of the relative importance of various intrinsic (content) and extrinsic (context) occupational characteristics. Analyses the satisfaction criteria against a variety of variables such as age, gender, tenure and career development. Discusses the implications for the marketing practitioner at the workbench level within organizations.

Predictors of job satisfaction among police officers: Does personality matter?

“…Locke (1976) defined job satisfaction as a positive emotional state resulting from the appraisal of one's job or job experiences. This definition appears to be the most referenced and generally accepted description, characterizing the necessary component needed to depict what is meant by the broad construct of job satisfaction (Morgan, McDonagh, & Ryan-Morgan, 1995). Although there has historically been much discussion and debate about the definition and utility of job satisfaction within the business world, the construct and its ramifications have been largely ignored by the police profession.…”

Analysis of the Relationships between the Hospitality Workforce and Job-Satisfaction Factors according to Age, Gender, Native Language and Racial-Ethnicity

“…Researchers have also approached job satisfaction from the perspective of need-fulfillment by asking whether the job meets the employees' physical and psychological needs [43]. This study used the job satisfaction definition of: an emotional state resulting from the appraisal of one's job which is the most referenced and generally accepted description of it [44].…”

Dimensions of Employee Satisfaction as Determinants of Organizational Commitment in the Hotel Industry

“…A review of the literature reveals many empirical works that study the effect of different variables on satisfaction, such as those that link satisfaction to the demographic characteristics of employees—gender, marital status, education level, age, work experience (Agho, Mueller, & Price, ; García et al., ; Morgan, McDonagh, & Ryan, ). Many works also relate satisfaction to the work performed by the employee—working environment, the work in itself, the characteristics of the tasks (García et al., ; Leal, Alfaro de Prado, Rodríguez, & Roman, ).…”

“…Many works also relate satisfaction to the work performed by the employee—working environment, the work in itself, the characteristics of the tasks (García et al., ; Leal, Alfaro de Prado, Rodríguez, & Roman, ). Finally, other works link satisfaction with the working conditions provided by the firm—reward, promotion, job stability (García et al., ; Igalens & Roussel, ; Morgan et al., ). However, despite the number of works addressing the issue, there is still no widely accepted definition of the satisfaction construct (Mumford, ).…”