First, job satisfaction being an emotional response to a job, cannot be seen. As such it can only be inferred.
Second, job satisfaction is often determined by how satisfactorily outcomes meet or exceed one's expectation.
Third, job satisfaction represents an employee's attitude towards five specific dimensions of the jobs: pay the work itself, promotion opportunities, supervision and coworkers.
Tools for measuring job satisfaction
There are a number of ways of measuring job satisfaction. The most common ways of measuring job satisfaction are (i) Single Global Rating and (ii) Summation Score.
1. Single Global Rating: Under single global rating, the employees are asked to respond to one question. An example of single question may be considering all dimension of job, how satisfied are you with your job? Employees need to respond by reporting a figure based on rating scale. Rating scales may be from 1 to 5 as follows:
2. Summation Score: The employees attitudes towards the various aspects of the job is considered in summation score. Nature of the work, supervision, pay, promotion, opportunities and relationship with coworkers are the important aspects of the job that are included in rating score. The scores given to each of these aspects are then added up to create and overall job satisfaction score of an individual employee. Besides, mentioned above heads, the following are the some ways of measuring job satisfaction.
- Interview: This is yet another method of measuring of job satisfaction. Under this method, employees are interviewed personally. The responds given by them reverse their satisfaction or dissatisfaction towards their jobs.
- Actions Tendencies: Under this method, information is gathered about how the employees were inclined to avoid or joined certain things relating to job satisfaction or dissatisfaction.
- Critical Incidence: This method is based on Herz Berg's two factors theory of motivation. In this approach, employees are asked to identify the specific incidence in their job in which they were particularly satisfied or dissatisfied. These incidences further analyzed to ascertain the aspect which were closely related with to positive and negative attitude of the employees towards incidence so identified.