English equivalent: job satisfaction
Job satisfaction is the overall positive emotional state an employee experiences based on their subjective evaluation of their own work and the conditions under which they work. It reflects how well individual needs and expectations are fulfilled by their job and the surrounding work environment. This concept is sometimes referred to as the work atmosphere.
Understanding Job Satisfaction
While measuring job satisfaction is complex and often imprecise, doing so can help leadership understand whether employee needs are being met. High levels of job satisfaction are linked to better employee performance, retention, and workplace safety, making it a vital leadership goal.
According to Olfert, several factors contribute to job satisfaction:
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Challenging and meaningful work
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Adequate workplace equipment and safety compliance
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Sense of achievement and professional success
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Opportunity to apply and develop knowledge and skills
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Leadership styles that prioritize employee orientation
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Fair and motivating compensation systems
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Encouragement of self-confidence, autonomy, and initiative
Job satisfaction is not only an outcome of performance—it also fuels it. In addition, it influences absenteeism, employee turnover, and accident rates.
Theoretical Perspective: The Two-Factor Theory
Significant insights into job satisfaction stem from Herzberg’s two-factor theory, which distinguishes between:
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Hygiene factors (e.g., salary, job security, working conditions) – prevent dissatisfaction
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Motivators (e.g., achievement, recognition, personal growth) – actively drive satisfaction
Job Satisfaction as a Dynamic, Relational, and Motivational Concept
According to Becker, job satisfaction is:
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A motivational concept, influenced by the match between expected and actual outcomes of motivated behavior (see performance determinant concept)
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A dynamic concept, as it is linked to changing personal aspirations and expectations
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A relational concept, resulting from ongoing comparisons between reality and personal goals
It’s incorrect to view job satisfaction as a single, unified measure. It varies by motivation, reward type, and personal values. It also plays a role in overall life and career satisfaction.
Forms of Job Satisfaction and Dissatisfaction
Different types of job satisfaction and dissatisfaction can be identified, depending on attribution processes (see attribution):
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Progressive satisfaction: Stemming from internal success attribution; boosts motivation and raises expectations
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Stabilizing satisfaction: Rooted in external attribution; maintains the current level of expectations and performance
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Resigned satisfaction: Results from repeated failures internally attributed, followed by a lowering of expectations and ritualistic coping behavior
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Constructive dissatisfaction: Failure is attributed externally; sparks innovative thinking and possibly opposition to unfair practices
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Fixed dissatisfaction: External attribution of failure with no perceived room for change; leads to withdrawal, including silent resignation or turnover
