Job satisfaction models vary, but they all compare satisfied employees with motivation and job performance. The most common job satisfaction models include dispositional theory, content theory, process theory, and the two-factor model. All job satisfaction models explore personality traits of individual workers and link those traits to satisfaction on the job.
The dispositional theory is based on personality traits of happy people and how these factors carry over into the workplace. It measures the degree of happiness in life with the degree of satisfaction on the job. This theory suggests people with positive attitudes possess more energy and face work tasks with enthusiasm. Employees with these traits are typically motivated and perform well even if poorly supervised.
These workers are generally extroverts who possess emotional stability. They exhibit conscientiousness at work and are open to change. In contrast, negative attitudes result in employees who find little or no satisfaction from work. Employees who lack self-esteem and self-efficiency typically also lack motivation, which can be measured in their job performance.
Two-factor job satisfaction models use attributes found in the dispositional theory and examine how companies can influence the way employees perceive the workplace. These theories look at factors that promote satisfaction and those that lead to dissatisfaction, in combination with personality traits. Managers and supervisors might influence the way employees view their jobs by understanding basic human needs, according to the two-factor model.
Employees who receive recognition for accomplishments and see growth or promotion opportunities appear happier at work when surveyed. They appear more eager to accept additional responsibility and perform well if work is meaningful. Psychologists believe all people have the same basic needs to reach their full potential, which include food, shelter, and the desire for recognition, referred to as the content theory.
Management might influence the level of employee satisfaction in positive and negative people. Process theory job satisfaction models base employee satisfaction on how workers perceive their treatment by supervisors. If they view management policies as unfair, they tend to find fault with the job.
These policies might relate to salary, working conditions, job security, or administrative practices. The degree of dissatisfaction is linked to how often unfair treatment occurs and its severity. Examples might include wages that are so low the employee struggles to meet basic needs, or lack of recognition for an employee’s efforts. Surveys show older workers and part-time employees tolerate unfairness better than younger and full-time workers.