JOB SATISFACTION

Effect of Age on Job Satisfaction: Literature Review Outline



Literature Review Outline

Title of the Study: Effect of Age on Job Satisfaction

Main Research Question: How does age effect job satisfaction?

Overview of understanding Satisfaction and Job Satisfaction

The meaning of satisfaction

The meaning of job satisfaction

The role and nature of Job satisfaction

Personal development of an individual

Role and Functions of an Employee

Professional growth of an Employee

Theories and models of job satisfaction

The role of motivation in job Satisfaction

Measurement of job satisfaction

Merits and possible demerits of job satisfaction

Understanding job dissatisfaction

Elements that cause job dissatisfaction

The role of age in causing job dissatisfaction

Causes of job dissatisfaction and satisfaction

Means of enhancing job satisfaction amongst employees

Understanding of various tools and techniques that enhance job Satisfaction

Investigating the Relationship between Job Performance and Job Satisfaction

Understanding job performance of an employee

Determinants of job performance and job satisfaction

The effect of age on job performance

Career aspirations and job satisfaction

The nature of the relationship between job satisfaction and job performance

Understanding the Relationship between Age and Job Satisfaction

Understanding the impact of age on an individual's satisfaction levels

Understanding the changes in age and attitudes on the general outlook on life of an individual

Understanding the presence and significance of psychological factors in job satisfaction

The impact of age on an employee's job satisfaction levels

The characteristics and changes that an individual undergoes during different age segments

Life satisfaction of an individual and job satisfaction

Understanding the influence of age on job performance and satisfaction

Integrative Literature Review

After synthesizing the research previously selected for this study the early theories of the relationship between satisfaction and performance are summarized; in essence, the statement that a happy worker is a productive worker. Many of the paternalistic managers of the 1930s, 1940s and 1950s (which were bowling teams and Credit Unions, organized picnics, providing advice to employees and supervisors to develop sensitivity to the interests of his subordinates) claimed that the workers were happy (Tardiff & Brizee, 2013; Moyes et.al, 2008). However, it is believed that happy worker thesis bases had more wishful thinking than hard evidence. The detailed analysis of the researches indicated that, in the event that there is a positive relationship between satisfaction and productivity, the correlation is generally low, of the order of 0.14 (Jung et.al, 2007; Ismihan & Pulido, 2012; Besen et.al, 2013). However, the inclusion of moderating variables increased correlation. For example, the relationship is stronger when the employee's conduct is not subject to limits or controls external factors.

Job Satisfaction Improvement

When an employee or group of employees is dissatisfied, the first step to improve satisfaction should be to determine the reasons. There may be a variety of causes, such as poor supervision, poor working conditions, lack of job security, unfair compensation, lack of opportunity for advancement, interpersonal conflicts among workers, and lack of opportunity to meet order requirements high. For employees who want to perform well in their jobs, dissatisfaction may be due to restrictions and unnecessary delays, inadequate or defective equipment supplies. In the case of staff, dissatisfaction may result from insufficient authority to deal with their problems and carry ...