The Loci of Work Satisfaction: Job, Interaction, and Policy

Abstract

Three thousand five hundred subjects from four governmental organizations (two municipalities, one county, and one state) were interviewed to investigate the nature ofjob satisfaction in the public sector. The intent of the study is to examine the relationships between components of satisfaction and various conceptually objective design variables of the work environment including characteristics of the assigned tasks, work assistance, pay, promotions, and communications, among others. Using the techniques of multidimensional scaling and clustering, a tripart locus of work satisfaction is derived involving job properties, interactional features, and organizational policy variables. Each of the loci is shown to be analytically distinct and related to a specific set of design features. The implications of these findings for change programs such as job enrichment are subsequently discussed.

The Mediating Role of Affective Commitment in the Organizational Rewards– Organizational Performance Relationship

“…Porter and Lawler (1968) divide rewards into two categories: intrinsic and extrinsic rewards (Alderfer, 1968). According to Katz and Van Maanan (1977), organizational rewards can be divided into three categories: organizational, social, and task rewards (Katz & Van Maanen, 1977). Task rewards such as skill variety, feedback, autonomy (Hackman & Oldham, 1976), role clarity, participation in decision making (Glisson & Durick, 1988;Singh, 1998), and training (Armstrong, 1993) are intrinsic rewards, while organizational and social rewards are referred to as extrinsic rewards.…”

Job satisfaction in aging workforces: an analysis of the USA, Japan and Germany

“…Some authors (e.g. Katz & Van Maanen, 1977;Mottaz, 1985) hypothesize on a further cluster of social rewards derived from interpersonal relationships at work, such as good relationships with colleagues. In the current research, it is often assumed that these three groups of situational job characteristics affect job satisfaction (e.g.…”

A Study on the Impact of Material, Social, Symbolic Reward on OCB: Moderate Effect of the Rank

“…Reference [15] segmented reward into material, symbolic, and social rewards. Material reward was then segmented into remuneration, welfare benefits, guarantee of status, and working environment.…”