Material benefits, advancement, or fulfillment: A study into the causes and predictors of job satisfaction based on how people view their work

It is generally accepted that high levels of job satisfaction lead to greater levels of productivity and lower levels of both absenteeism and turnover. Therefore, if one could predict job satisfaction levels of potential employees, one would reduce the both amount of absenteeism and turnover and increase productivity. The purpose of this current work is to determine whether job satisfaction can be predicted by how an individual views their work. Bellah, Madsin, Sullivan, Swidler, and Tipton (1985) posit that people view their work experience subjectively in three distinct ways. Wrezesniewski, McCauley, Rozin, and Schwartz (1997) confirmed and agreed with Bellah et al. and assert that people view themselves as having either a Job, a Career, or a Calling. These distinctions include people's beliefs about the role of work in their life. According to Wrezesniewski (1999), “these work orientations are apparent in the feelings and behaviors expressed toward the domain of work” (p. 14). For that reason, I concluded that people with different work orientations will have different levels of job satisfaction. Additionally, because work orientation is a perception of work roles, it is possible that certain psychological characteristics1 will be antecedent to both work orientation and job satisfaction. Furthermore, both work orientation and personality may influence an applicant's choice of employer.; A composite survey instrument was constructed that enabled the measurement of each respondent's work orientation, personality type, and level of job satisfaction. Three hundred were distributed and 213 usable surveys were returned. Analysis of the data revealed that people with different work orientations did indeed have different levels of job satisfaction. This allowed the construction of a regression equation that will permit Human Resource Managers to accurately predict job satisfaction levels during the hiring process. Personality and choice of employer were found not to be related to either work orientation or job satisfaction levels.; 1When combined, these psychological characteristics add up to one's personality or temperament.