Az elégedettség és a motiválás gyakorlati összefüggései = Connection of satisfaction and motivation in practise
Job satisfaction or employee satisfaction has been defined in many different ways. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Others belie...
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| Dokumentumtípus: | Cikk |
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2015
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| Sorozat: | Taylor : gazdálkodás- és szervezéstudományi folyóirat
7 No. 3-4 |
| Kulcsszavak: | Humán erőforrás gazdálkodás ösztönzés |
| Online Access: | http://acta.bibl.u-szeged.hu/36365 |
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| 100 | 1 | |a Juhász Csilla | |
| 245 | 1 | 3 | |a Az elégedettség és a motiválás gyakorlati összefüggései = Connection of satisfaction and motivation in practise |h [elektronikus dokumentum] / |c Juhász Csilla |
| 260 | |c 2015 | ||
| 300 | |a 215-221 | ||
| 490 | 0 | |a Taylor : gazdálkodás- és szervezéstudományi folyóirat |v 7 No. 3-4 | |
| 520 | 3 | |a Job satisfaction or employee satisfaction has been defined in many different ways. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Others believe it is not so simplistic as this definition suggests and instead that multidimensionalpsychological responses to one's job are involved. Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job (affective job satisfaction). or cognitions about the job (cognitive job satisfaction). Frederick Herzberg’s two-factor theory (also known as motivator-hygiene theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors – motivation and hygiene factors, respectively. While Herzberg’s model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman & Oldham2 suggesting that Herzberg's original formulation of the model may have been a methodological artifact. Our survey’s results showed that employees are often satisfied with as little as the possibiltity to tell their employers about what they are dissatisfied with. In their opinion, performance is closely related to workplace satisfaction; the more satisfied employers are, the better they can perform. | |
| 695 | |a Humán erőforrás gazdálkodás ösztönzés | ||
| 856 | 4 | 0 | |u http://acta.bibl.u-szeged.hu/36365/1/vikek_020_021_215-221.pdf |z Dokumentum-elérés |