Effects of Job Satisfaction on Productivity
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Behavioral care workers in mental health care provider organizations frequently are required to care for patients who are acutely psychotic, aggressive, highly destructive, suicidal, or at risk of escape. Traditionally, "management strategies" for such patients have included the use of physical restraints, seclusion rooms, or constant one-to-one observation. These strategies have been criticized on grounds of ethics, economics, and efficacy (Montgomery & Johnson, 1996). The continued use of seclusion and restraint in psychiatric facilities "in the face of low confidence in such coercive interventions by health care professional may be a sign both of the persistence of traditional practices which have not been closely examined, as well as by the use of these traditional practices to shield the staff of such facilities against fear of mental illness, violence and loss of control" (Goren & Curtis, 1996, p. 7). Under such conditions, the stress placed on behavioral care workers becomes intense. Even when the needs of patients are less demanding than those described above, pressures and stress on behavioral care givers can reach damaging levels when accompanies by unsatisfactory organizational or working conditions (Wells, Astrachan, Tischler, & Unutzer, 1995).Occupational stress, work overload and underload, alienation, the "burn out" phenomenon, organizational role definition, performance and reward, organizational commitment, and employee empo
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al to exceptional levels of performance. Herzberg's motivational factors included such things as opportunities to achieve, opportunities to gain responsibility, and so forth, as motivational factors in the organizational life of an individual, the absence of which would not result in any disincentive to perform. A satisfactory status for these factors would motivate an individual to seek exceptional levels of performance.
Neither Maslow's nor Herzberg's theories are prominent in contemporary job satisfaction research. Herzberg's two factor theory of job satisfaction, however, continues to be tested (Maidani, 1991). One such recent test found that public sector workers tended to value extrinsic, or hygiene, factors to a greater extent than was true among private sector employees. For public sector employees, both motivation factors and hygiene factors were found to be sources of job satisfaction.
Most contemporary content theories of job satisfaction focus on specific factors of job, organization, and individual and the interrelationships between these factors. Operationally, job satisfaction has been investigated as a person's affective state relative to several job facets, including the supervisor, the work itself, pay, p
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Some common words found in the essay are:
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Approximate Word count = 3182
Approximate Pages = 13 (250 words per page)
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