Different fields of research showed that companies obtain improved results if their employees are satisfied with their job. Thus, job satisfaction is essential for employees’ job performance. Satisfaction in return is influenced by different aspects: one of which is the individual’s personality.
In the following, I will discuss the question to what extend genes determine job satisfaction, and for what reason and how managers should care about employee job satisfaction. I will refer to a study, which shows how genes influence job satisfaction. The results of the study lead to the assumption that personality influences satisfaction directly. To conclude I discuss the importance of job satisfaction for managers and how they should take care of it.
Table of Contents
1 Introduction
2 Definition of Job Satisfaction
2.1 Job Satisfaction: Environmental and Genetic Component
2.2 Correlation to personality
3 Implementation for managers
4 Conclusion
Research Objectives and Themes
This essay explores the extent to which genetic factors influence job satisfaction and investigates the practical implications for managers in light of these findings. It aims to determine whether managers should prioritize employee satisfaction despite the existence of a genetic component, and how they can effectively foster a positive work environment.
- The relationship between genetic predisposition and job satisfaction
- The role of individual personality traits in shaping job attitudes
- Managerial strategies for improving employee performance
- The application of the exit-voice-loyalty-neglect framework
- The importance of selecting candidates with positive personality factors
Excerpt from the Book
2.1) Job Satisfaction: Environmental and Genetic Components
Why are some employees easier to satisfy and others not? What influences these attitudes? These questions were the guidelines for Arvey et al. (1989). The researchers used 34 monozygotic twin pairs who were reared apart from an early age and observed in their forties. Monozygotic twins were chosen due to their conform genetic structure.
The twin pairs had to do a work history questionnaire containing job satisfaction items. These items refer to general job satisfaction as well as to intrinsic and extrinsic satisfaction.
The results show that genes determine 30% of job satisfaction (Illies and Judge, 2003). Especially, intrinsic job satisfaction and general job satisfaction indicate genetic determination.
In conclusion, the scientists found out that the twins have the same ability to be satisfied in their job. But a “job satisfaction gene”, which influences the satisfaction about the work directly, does not exist. On the contrary, this ability to be satisfied easily or hardly is a part of a person’s personality.
Summary of Chapters
1 Introduction: This chapter provides an overview of the importance of job satisfaction for performance and introduces the core investigation regarding the genetic influence on satisfaction.
2 Definition of Job Satisfaction: This section defines job satisfaction as a positive attitude towards work, distinguishing between intrinsic and extrinsic satisfaction factors.
2.1 Job Satisfaction: Environmental and Genetic Component: This chapter analyzes studies using twins to conclude that while genes account for approximately 30% of job satisfaction, they manifest through personality rather than as a single specific gene.
2.2 Correlation to personality: This section explores how personality factors such as self-esteem and emotional stability are linked to a person’s propensity for satisfaction.
3 Implementation for managers: This chapter discusses the practical application of the exit-voice-loyalty-neglect framework and advises managers on how to select and retain satisfied employees.
4 Conclusion: The concluding chapter synthesizes the findings, emphasizing that while genetics play a role, managers can still influence performance through strategic selection and by addressing both intrinsic and extrinsic motivators.
Keywords
Job Satisfaction, Genetics, Personality, Intrinsic Satisfaction, Extrinsic Satisfaction, Employee Performance, Management, Exit-Voice-Loyalty-Neglect, Self-esteem, Self-efficacy, Emotional Stability, Recruitment, Employee Motivation, Workplace Environment, Human Resources
Frequently Asked Questions
What is the primary focus of this paper?
The paper examines the scientific consensus that job satisfaction is partially genetically determined and discusses why, despite this, managers should remain deeply invested in fostering a positive workplace environment.
What are the core thematic areas discussed?
The work covers the definitions of intrinsic and extrinsic satisfaction, the role of genetic factors in personality development, and the managerial responsibilities related to staff selection and retention.
What is the main research question?
The research seeks to answer why managers should care about employee job satisfaction given that a significant portion of that satisfaction is attributed to genetic disposition.
Which scientific methodology is utilized?
The author conducts a literature review and analysis, drawing upon existing academic studies—such as the twin studies by Arvey et al. (1989)—to synthesize findings regarding genetics and personality.
What does the main body address?
The body analyzes the components of job satisfaction, correlates personality traits like emotional stability to workplace attitudes, and applies the exit-voice-loyalty-neglect framework to organizational management.
Which keywords define the research?
Key terms include Job Satisfaction, Genetics, Personality, Intrinsic/Extrinsic Satisfaction, and Employee Performance.
How does the author define intrinsic versus extrinsic satisfaction?
Intrinsic satisfaction refers to an employee's attitude towards the work itself, such as the need for challenging tasks, while extrinsic satisfaction relates to external conditions like payment, rewards, and job security.
What is the relevance of the "exit-voice-loyalty-neglect" model here?
This model illustrates the consequences of low job satisfaction, demonstrating how negative feelings lead to decreased performance, absenteeism, and eventual resignation, which directly harms the organization.
Can managers truly influence satisfaction if it is genetic?
Yes, by acknowledging that while they cannot change an employee's genetic makeup, they can influence the selection process to find candidates with positive personality traits and subsequently maintain a high level of motivation through proper management.
What specific personality traits does the author highlight as beneficial?
The author highlights self-esteem, self-efficacy, internal locus of control, and emotional stability as essential components of a positive personality that leads to higher job satisfaction.
- Arbeit zitieren
- Laura Weil (Autor:in), 2012, Given the recent findings which indicate that job satisfaction is largely genetically determined, why should managers care about employee job satisfaction?, München, GRIN Verlag, https://www.grin.com/document/263991
