Job Dissatisfaction

The Pharmaceutical sector plays a vital role in underpinning the economic development of a country. This study attempts to evaluate job satisfaction of employees in different pharmaceutical companies. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of employees. It also investigates the impacts of pharmaceutical type, work experience, age, and sex differences on the attitudes toward job Satisfaction. The result shows that salary, efficiency in work, fringe supervision, and co-worker relation are the most important factors contributing to job satisfaction. The overall job satisfaction of the employees in pharmaceutical sector is at the positive level. The nature of business operation, the work culture and the level of job satisfaction have undergone sea change for the pharmaceutical companies. As a business proposition initiated huge investment whereas majority of their stocks is going down bringing a high level of apprehension related to job security among its employees. This research paper highlights some of these problems and presents a picture of level of job satisfaction among employees of pharmaceutical companies. It also identifies unique issues of job satisfaction in the companies. Pharmaceuticals Companies are selected for the research because they are currently undergoing continued expansion. In order to gain competitive advantage and adapt to the dramatic changing environment, it is important for them to achieve management efficiency by increasing employee satisfaction in the organisation. Hence this research was mainly undertaken to investigate on the significance of factors such as working conditions, pay and promotion, job security, fairness, relationship with co-workers and supervisors in affecting the job satisfaction. This paper presents a comprehensive diagnosis of job satisfaction indices of pharmaceutical business, the factors causing the dissatisfaction & suggestions to improve them.

This paper analyses the situation when employees fail to adapt to overall job dissatisfaction. By combining the existing knowledge in economics on job lock and in psychology on employees' feeling of being 'stuck' at work, the paper explains why some employees fail to adapt when dissatisfied with their job. Thus, the paper aims to expand our understanding of why some employees are job locked or are 'stuck' at their work even though dissatisfied. Using the British household panel survey, the possibility of falling in a job-lock state is analyzed to outline a set of factors that explain why employees differ in the way they adjust to job dissatisfaction. We divide these factors into socio-demographic features, personality attributes, type of occupation, employment conditions, type of sector, and work-related contextual features. Based on results of probit regression analysis, we provide evidence that all these group of factors can jointly predict the state of job dissatisfaction, the absence of job turnover and job lock (being 'stuck' at job). Moreover, our results suggest that the adaptation to job dissatisfaction could be better understood if personality attributes (such as self-esteem) are included in the analysis. Thus, this study expands our understanding of how and why employees might feel 'stuck' at work and fall in a state of job lock.

Even though it has been over 20 years since Spence and Robbins (1992) first showed perfectionism and workaholism to be closely related, the relationship between perfectionism and workaholism is still under-researched. In particular, it has remained unclear why perfectionism is linked to workaholism. Using data from 131 employees, this study—examining self-oriented and socially prescribed perfectionism—investigated whether intrinsic-extrinsic work motivation could explain the positive relationship between perfectionism and workaholism. Whereas socially prescribed perfectionism was unrelated to workaholism, self-oriented perfectionism showed a positive correlation with workaholism. Furthermore autonomous (integrated and identified regulation) and controlled (introjected and external regulation) work motivation showed positive correlations. However, when all predictors were entered in a regression analysis, only self-oriented perfectionism, identified regulation, and introjected regulation positively predicted workaholism. In addition, a mediation analysis showed that identified and introjected regulation fully mediated the effect of self-oriented perfectionism on workaholism. The findings suggest that high levels of work motivation explain why many self-oriented perfectionists are workaholic.

Satisfaction with different organisational elements and aspects of work contributes markedly to overall levels of job satisfaction and intention to leave. For newly qualified social workers (NQSWs), especially immediately after graduation, self-perceived competence and their confidence in their educational preparation are also important. This article reports on a longitudinal study following 280 social work students into social work employment in England using data collected as students and six months after graduation. We focus on their experiences as NQSWs, thus only including those working in social work jobs, reporting the relative importance of their satisfaction with different work elements, such as supervision and job engagement. These are used to construct a model of NQSWs' overall satisfaction and intentions of leaving their social work jobs. The model incorporates NQSWs' perceptions of how well their degree courses prepared them for their current social work jobs in addition to personal, organisational and specific role characteristics. Using statistical techniques of factor analysis and regression modelling we highlight the complexities of how job satisfaction is constructed and we argue that the data reveal the importance of team support and self-efficacy in relation to whether social workers are thinking about leaving their current social work jobs.

Every organization needs well-adjusted, trained, and experienced people to perform its activities effectively and efficiently. Today’s business environment has become complex; the training for employees’ education is becoming a diver for adjusting dynamic change in organizational interfaces. This survey reveals that employee training and job satisfactions have a significant positive relationship with organizational effectiveness. The survey also indicates that job dissatisfaction has an insignificant relationship with organizational effectiveness in commercial banks. The study indicates that to chase dynamic business environments, management should focus on building human resources through diverse training for promoting organizational effectiveness.

Social concepts such as equity, fairness and organizational justice play an important role in employees’ evaluation of their own workplace environment. The employees who have positive feelings about these concepts are committed more to their organization, which leads to job satisfaction and an increase in the level of organizational success. This study aims to indicate the effect of employees’ organizational justice (OJ) perceptions on their organizational commitment (OC). A sample university with its administrative and academic staff is determined as the study field. In the study, it is indicated that, on the basis of OJ’s lower dimensions, it affects OC positively and significantly

À une époque où le bien-être constitue un enjeu central dans nos différentes sphères de vie, le travail est pourtant régulièrement présenté comme source de stress, de risques psychosociaux voire de burn-out. En prenant appui sur le personnel international humanitaire, aussi appelé « expatrié », de l’organisation « Médecins Sans Frontières » (MSF), cette thèse étudie l’insatisfaction, entendue ici comme l’ensemble des expériences ou des émotions jugées négativement par l’individu.
Sur la base d’une cinquantaine d’entretiens réalisés sur le terrain et d’une observation participante en tant qu’« expatrié » lors de dix missions humanitaires sur quatre continents, cette recherche offre non seulement une vision, de l’intérieur, d’un secteur en mutation (croissance de la proportion d’expatriés issus du Sud, multiplication des critiques internes et externes, étiolement de l’engagement au profit de la professionnalisation), mais elle interroge en même temps les ressorts sociaux du processus émotionnel.
L’insatisfaction, en l’occurrence la « frustration » du personnel international humanitaire, est communément décrite comme un écart entre des attentes et la survenue d’événements. Grâce à l’étude successive des tensions inhérentes au fonctionnement de MSF, des parcours de vie des « expatriés », puis de l’interaction entre ces individus et l’organisation, cette recherche défend la thèse suivante : quel que soit l’écart entre attentes et survenue d’événements, l’insatisfaction ou non d’un individu est d’abord le reflet de sa confiance dans l’entité jugée responsable, c’est-à-dire de sa reconnaissance des légitimités et des rapports de domination en jeu.

Ready Made Garment (RMG) is among the successful production sectors along with greater contribution towards the national economic climate of Bangladesh .RMG is the main source of export for the last 28 years, and this sector employs more than 3.2 billion people in Bangladesh of whom 90% are poor and underprivileged women. This sector became important in terms of generating employment, foreign exchange earnings and its contribution to Gross Domestic Product (GDP). Regardless Employees are the key source of competitive advantage for business organization, as innovative and committed workers can make dramatic changes in business performance and sustainability (Job satisfaction is such a tool that improves the motivation and commitment of workers which consequently leads to higher growth and productivity. Without satisfied employees, no organization can achieve their business target as unhappy workers will never work for progress and prosperity. On the other hand, job dissatisfaction raises worker’s voice and creates unrest Therefore, job satisfaction is essential to enhance peace and harmony at work place as well as to ensure higher productivity. Nevertheless, job fulfillment of RMG employees in Bangladesh tend to be decreasing at the moment time because of improper function practices including insufficient income, discrimination, unhealthy work place, frequent function accidents as well as hazards. Besides which poor operating conditions as well as work methods (like abnormal pay) within the factories and deficiencies in social conformity are severe concerns within RMG field, as these result in frequent work unrest. Consequently, dissatisfied RMG employees in Bangladesh tend to be creating unrest as well as raising tone of voice in current time. Because of labor unrest, RMG industries are dropping its marketplace as unrest disturbs production features and goes by the message towards the buyers concerning employee splendor.
Unrest within RMG has effects on business revenue and prospective client. The USA has suspended Bangladesh in the (GSP) because of their unfair methods in clothes industry, that allows duty-free admittance of more than 5000 goods towards the US marketplace (Textile Message, May, 2014). Consequently, it is vital to conserve this rising industry if you take corrective action as soon as possible. This document is focusing on investigation to find causes associated with job fulfillment and recommend some recommendations to complete. This study is going to be contributed towards the literature although a lot of studies happen to be conducted about the garment employees in Bangladesh. This research is attempted to create a fruitful evaluation of employer’s sights on work dissatisfaction.