Abstract
Orientation: Globally, people engage in work and sell their services to an organisation in exchange for compensation. This compensation can have a significant effect on employees’ attitude towards their work, resulting in either job satisfaction or job dissatisfaction. A high level of job satisfaction can increase organisational effectiveness and, subsequently, the organisation’s performance, whereas job dissatisfaction can cause employees to be less motivated, which can in turn decrease their productivity, effectiveness and individual performance.Research purpose: This study was conducted with the aim to investigate undergraduate students’ perceptions of the factors affecting job satisfaction.Motivation for the study: Currently, there is a paucity of published research on the views of undergraduate students on the factors affecting job satisfaction.Research approach/design and method: The study took a positivistic research approach, and a quantitative design was used. A stratified quota sampling technique was employed to select the respondents for the study; a certain quota was met in terms of race, gender and faculty of study. In total, 270 undergraduate students participated in the study.Main findings: The empirical results indicated no significant association between the demographic variables (previous work experience, gender, race and field of study) and almost all occupational dimensions of job satisfaction, working conditions and recognition. However, medium to large positive relations were measured between the dimensions of job satisfaction, working conditions and recognition. It was evident from the study that all the dimensions measured are considered important for obtaining job satisfaction in the workplace.Practical and managerial implications: It is important for managers to get an understanding of the views of young people on work-related issues in order to create an understanding of young people’s needs and aspirations, as they are the future permanent labour force, managers and leaders of a country.Contribution/value-add: The study brought to light the views of undergraduate students on the factors affecting job satisfaction.
Highlights
People engage in work to receive rewards that help satisfy their needs
‘job satisfaction describes a positive feeling about a job, resulting from an evaluation of its characteristics’ (Robbins, Judge, Odendaal, & Roodt, 2009, p. 74)
This study aimed to explore the undergraduate students’ perceptions of occupational dimensions and job satisfaction, and the following theories are discussed as they informed the development of the measuring instrument used: Maslow’s hierarchy of needs theory, Herzberg’s motivation hygiene theory and Alderfer’s ERG theory
Summary
People engage in work to receive rewards that help satisfy their needs. employees ‘sell’ their services to an organisation in exchange for compensation (Jiang, Xiao, Qi, & Xiao, 2009). Compensation includes a cash component (salary, merit increases, bonuses, stock options and other incentives) and benefits (e.g. health and unemployment insurance) (Noe, Hollenbeck, Gerhart, & Wright, 2012). This compensation can have a significant effect on employees’ attitude towards their work, influencing individuals to be satisfied or dissatisfied with their jobs (Milkovich, Newman, & Gerhart, 2011). Job satisfaction refers to employees’ subjective attitude towards their job (Aziri, 2011; Gazioglu & Tansel, 2006; Nel et al, 2014) It is regarded as the emotional reaction an individual experiences through comparing the desired outcomes with the actual outcomes (Rothman, 2001). ‘job satisfaction describes a positive feeling about a job, resulting from an evaluation of its characteristics’ (Robbins, Judge, Odendaal, & Roodt, 2009, p. 74)
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