Job satisfaction can be determined by the type of activities that are performed (that is, the job has the opportunity to show off your skills and they offer a certain degree of challenge for interest). That employees are well rewarded through their salaries and wages according to each one's expectations. That working conditions are adequate, not dangerous or uncomfortable, which improves their performance.
In addition, employees look within their work for their immediate boss to be friendly and understanding and to listen when necessary. The job dissatisfaction is reflected in the imminent departure of employees (as in the case of the organization that will be investigated) or expressing situations that help improve relations between workers and organizations, and also hope that conditions improve.
Job satisfaction has been studied by researchers to improve job results, since it facilitates the achievement and objectives of workers, which produces satisfaction and when the expected achievement does not produce dissatisfaction.
In short, these terms refer to the degree of conformity of the person with respect to their work environment. Job satisfaction includes consideration of pay, type of job, human relations, safety, etc.
It affects the attitude of the worker towards his obligations. It can be said that satisfaction arises from the correspondence between real work and the worker's expectations.
These expectations, on the other hand, are formed through comparisons with other employees or with previous jobs. If a person realizes or believes that they are at a disadvantage compared to their peers, their level of job satisfaction decreases, as does if they consider that their previous job offered them better conditions.
The holistic concept of job satisfaction, where health is not only the absence of pain, but the general state of well-being of the person. Physical, spiritual, moral and emotional. There cannot be a good organizational climate, if the individual is morally ill, if the person is excluded, stigmatized or undervalued. There can be no good organizational climate for a person who is violating their religious foundations while making a significant contribution to the organization on a daily basis. There can be no organizational climate in a scenario where the person does not see a world of possible achievements in accordance with their expectations of existence, understood as ideal levels of Quality of Life at Work.
