Job Satisfaction in the ICT Sector--A Global Perspective

Job Satisfaction in the ICT Sector—A Global Perspective

Job satisfaction is among the most difficult concepts to define in the field of organizational behavior. Various definitions and means of measurement have been developed; however, there is no one specific definition that has been used to directly describe the concept. Job satisfaction has been defined as:

  • An affective state resulting from fulfillment of a need or removal of a tension that is caused by a need in the job context (Dunnettee, 1976).

  • The collection of attitudes that employees have about their jobs (Johns, 1988).

  • A collection of related job attitudes that can be related to various job aspects (Hellriegel, 1998).

Job satisfaction can be defined as the feeling a worker has about his job. Johns classifies job satisfaction into two major aspects: facet and overall satisfaction. With respect to facet satisfaction [3], it relates to employees tendency to be more or less satisfied with various facets of the job (Johns, 1988). Facet satisfaction affects a person's attitude towards his job. Research suggests that the most relevant attitudes toward jobs are contained in a small group of facets including the work itself, pay, promotions, recognition, and benefits, working conditions, supervisions, co-workers and organizational policy (Johns, 1988). As for overall satisfaction, it is the overall combined indicator of a person's attitude towards his or her job, weighing out the various facets (Johns, 1998). It is an average of the attitudes held towards various facets of the job. Johns (1998) states that two workers may express the same level of overall satisfaction. However, they may have different attitudes towards separate facets that offset each other overall.

Various theories have been developed to explain job satisfaction. These studied include Maslow's need hierarchy theory, Alderfer's need theory (existence-relatedness-growth theory, reinforcement theory, expectancy theory, goal setting theory and the equity theory. Each of these theories follows a different model in understanding motivation and job satisfaction, relating to job aspects from different perspectives. Job satisfaction differs across industries and sectors. Such a concept also applies in the world of information and communication technology. Battey (2000) states that ICT employees must feel satisfied with their jobs or they are out the door. Additionally, in today's environment, where demand for network professionals far outstrips supply, resulting in an escalation of salaries, there is sometimes no substitute for adequate and competitive monetary rewards (Blum, 2000). Job satisfaction in the technology field is generally linked to the establishment's stake in keeping on the forefront of technological development, thus a stake in exposing its employees to the same. Without such interest, organizations will quickly lose grip on new happenings and drag its employees into obsolescence, which will result in lower compensation for employees and thus, dissatisfaction (Blum, 2000).

[3]An example of facet satisfaction could be reflected in loving the work, although hating the working conditions or being interested in the job but feeling that the pay is bad.



Managing Globally with Information Technology
Managing Globally with Information Technology
ISBN: 193177742X
EAN: 2147483647
Year: 2002
Pages: 224

flylib.com © 2008-2017.
If you may any questions please contact us: flylib@qtcs.net