Context of Employee Job Satisfaction

The ability for your development of serious human resource difficulties exists from the Material Management Division (the participating corporation within the proposed project) because of major quality and costcontrol initiatives by hospital administration. One of the most important of these ability issues is a deterioration of employee employment satisfaction.

The purpose on the proposed project will likely be to assess the reputation of employee job satisfaction within the Material Management Division. In assessing the status of employee work satisfaction, work satisfaction levels is going to be measured, and variations in these levels associated with specified demographic factors is going to be analyzed. The info generated will offer a basis for the development by hospital and division administrators of techniques that minimize bad impacts on human resources.

Three look for objectives will be pursued in the proposed project. The research objectives on the proposed project will likely be to (1) establish the level of employee job satisfaction during the Material Management Division, (2) assess the value of variations in employee employment satisfaction levels.

Frederick Herzberg (1959, p. 160) formulated a theory of employment satisfaction that was also based during the concept of motivation the two-factor model which is usually confused with Maslow's hierarchy of needs. The two-factor model divided the factors involved in an individual's organizational life into hygiene causes and motivation factors. Maslow's hierarchy of needs and Herzberg's two-factor type are not identical. Herzberg (1966, pp. 110-121) included such causes as compensation, working conditions, an so forth in the hygiene group.

An unsatisfactory status of any of these hygiene reasons could, thus, bring about a disincentive for ones person to do productively. By contrast, however, a satisfactory status for ones factors would not motivate the person to exceptional levels of performance. Herzberg's motivational factors included these kinds of items as opportunities to achieve, opportunities to attain responsibility, and so forth, as motivational reasons in the organizational life of an individual, the absence of which would not bring about any disincentive to perform. A satisfactory status for these factors would motivate an individual to seek exceptional levels of performance.

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