In the scientific literature job satisfaction is one of the most widely studied topics in the area of work psychology (Smith, C. J. et al, 1992). Despite the fact that abundant work has been done, there are gaps in this literature due to the focus on the employer’s perspective and neglect of the role of ability utilization.
In the Foundation’s view, the item content of the surveys used in this type of research is primarily focused on the employer’s desire to fine tune organizational-provided satisfiers or extrinsic rewards such as pay and benefits. This viewpoint reflects an important and understandable focus on business objectives and policies.
However, intrinsic satisfiers are also important contributors to job satisfaction. Examples include utilization of talents and skills, sense of control, and understanding of contribution to the organization. Organizations that understand the requirements of their different jobs and factor in the individuality of the employee can improve fit and satisfaction. Moreover, individuals that are considering change do well to identify what is contributing to their current dissatisfaction.
The 37-item Job Satisfaction Survey was developed to take about 10 minutes to complete and generates an individual-level report. Careerpath.com (a CareerBuilder site) hosted a customized version of the Job Satisfaction Survey from 2007 to 2014. We would be interested in discussing how this survey could be adapted to your organization’s needs.
Smith, C. J., Smith, P. C.,, & Stone, E. F. (Eds.) (1992). Job satisfaction: how people feel about their jobs and how it affects their performance. Lexington: New York.