"Value theory" by E. A. Locke's The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Two Factor Theory Of Job Satisfaction. In addition to the Vroom model, Porter and Lawler recognize that the value of a reward as well as the reward probability influence the effort of an individual.

2.1 Content Theories Maslow's hierarchy of needs is a popular pioneer theory of job satisfaction and motivation, revolving around lower-level and higher-level . Herzberg's theory states that there are _____ separate sets of factors that create satisfaction and dissatisfaction on the job. Locke and Latham postulate that the form in which one experiences one's value judgments is emotional. Edwin A. Locke's Range of Affect Theory (1976) is arguably the most famous job satisfaction model. Goal theory explains job satisfaction by the awareness of employees that the task being completed will help achieve a goal (Locke, 1969).

It is a pleasurable emotional state resulting from the appraisal of one's job as achieving as facilitating the achievement of one's job value. E. A. Locke describe job satisfaction as, "the pleasurable emotional state resulting from the appraisal of one's job as achieving or facilitating the achievement of one's job values" According to P. E. Spector, "Job satisfaction is the extent to which people like or dislike their jobs". The assumptions of the goal theory are that specific goals are superior to general goals, and difficult goals lead to greater performance.


Edwin A. Locke's Range of Affect Theory (1976) is arguably the most famous job satisfaction model. SHRM's annual Employee Job Satisfaction and Engagement Survey identifies factors that influence employee satisfaction, provides insights on employee preferences, and highlights potential areas for organizational action. Over the years, employee job satisfaction has become a key research area for industrial and organizational psychologists. Locke provides insight into which goals are implemented in effective ways. .

Among the theory's advantages should be included the existence of empirical evidence in favour of the theory (Locke, 1969; Mobley & Locke, 1990). vacancies brings us to the question of „Job Satisfaction‟ in the organizations. According to Locke (1969), job satisfaction was a happy emotion experienced by individuals who perceive that their job fulfils their job values. Models of job satisfaction Affect Theory. (Value Theory of Job Satisfaction) . Locke developed the idea known as discrepancy theory. Job satisfaction shows our attitude towards the job and is associated with the outcomes and expectations. The present theory of job satisfaction is contrasted with previous theories. The present theory of job satisfaction is contrasted with previous theories. Locke value theory explained that job satisfaction is related to the expectation desired by the human life and job outcomes. As the employee closer to the perceived desired goals the job satisfaction values become higher. This theory argues that job satisfaction hinge on if the employee perceives that their job conveys the extent that he/she values. 1, 1297-1343. It is commonly defined as a "pleasurable or positive emotional state resulting from the appraisal of oneś job or job experiences" (Schneider and Snyder, 1975; Locke, 1976).Job satisfaction is a key element of work motivation, which is a fundamental determinant .

MODELS OF JOB SATISFACTION There are various methods and theories of measuring job satisfaction level of employees in the organization. He argues that job satisfaction is multidimensional; that is, a worker may be more or less satisfied with his or her job, supervisor, pay, workplace, and so forth. Using Branden's theory of emotions as a starting point, the concepts of satisfaction, dissatisfaction, value, emotion, and appraisal and their interrelationships are discussed. Edwin A. Locke's Range of Affect Theory (1976) is arguably the most famous job satisfaction model. Locke's (1967) seminal analysis of job satisfaction suggests that satisfaction is a general psychological phenomenon, describing the emotional state resulting from an evaluation of one's experiences in connection with an object, action, or condition. 1.

the degree of autonomy . Locke's (1969) seminal work on the theory of job satisfaction provides the theoretical foundation of this research. Job satisfaction. Job satisfaction is one of the most researched variables in the area of workplace psychology , and has been associated with numerous psychosocial issues ranging from leadership to job design .This article seeks to outline the key definitions relating to job satisfaction, the main theories associated with explaining job satisfaction, as well as the types of and issues . Baruch School of Business and Public Administration In 1959, Hereberg, Mausner and Snyderman reported re- search findings that suggested that man has two sets of needs: his need as an . Edwin A. Locke's Range of Affect theory (1976) is the most popular theory of job satisfaction. A.

According to Locke's Value Theory of Job Satisfaction, the more people receive outcomes they value from their jobs, the more satisfied they will be. After . Research into job satisfaction has been extensive . According to Locke value theory job satisfaction comes to the outcome same as . Perhaps the best-known definition of job satisfaction is Locke's contention that ''job satisfaction is a pleasurable or positive emotional state resulting 6). The most widely accepted theory of job satisfaction was proposed by Locke (1976), who defined job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences" (Locke, 1975, p.1304). A. Locke's Value Theory B. Further, the theory states that how much one values a given facet of work moderates how satisfied/dissatisfied one becomes when . the degree of autonomy in a position) moderates how satisfied . Job satisfaction or employee satisfaction is a measure of workers' contentedness with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. With origins in organizational psychology, Edwin Locke's (1976) range of affect theory is perhaps the most well-recognized model of job satisfaction. However, the most-used definition of job satisfaction in organizational research is that of Locke (1976), who described job satisfaction as "a pleasurable or positive emotional state resulting from the apprajsa1 of one's job or job experiences" (p. 1304). Expectancy theory adds an interesting dimension to Locke's goal-setting theory. Job satisfaction is a complicated phenomenon. What is job satisfaction Locke? Tests of the Two-Factor Theory C. The Lawler Model of Facet Satisfaction.
Servant leadership is a value-laden leadership theory that is gaining recognition but suffers from a profound lack of empirical research. Job Satisfaction: Trends and Theories. Research has revealed that as much as 30% of job satisfaction is genetically determined. The main premise of this theory is that satisfaction is (1976) The Nature and Causes of Job Satisfaction. The target population for the study comprised of 350 employees from Human Resource, Finance, Procurement and sanitation departments from the Trans-Nzoia County Government.

Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for one's efforts. Locke's value-percept theory). 2.2.3 Affect Theory The Locke's Range Affect Theory was developed in 1976, it is considered as one the most famous job satisfaction models and is used by many researchers. Locke's Value Discrepancy Theory-facet approach: based on values/desires-if a person does not value a facet, it does not influence their . Edwin A. Locke's Range of Affect Theory (1976) is arguably the most famous job satisfaction model. According to Vroom (1964) the term 'job' refers to workers'

Normally, it is dependent on the mind of the person doing the job. This theory states that job satisfaction occurs where job outcomes an employee receives matches with those desired by him. Data illustrating an approach to satisfaction based on the present theory are given.

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