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A two-phase study was conducted to lest the Situational Occurrences Theory of Job Satisfaction. The theory was designed to address the following anomalies: (1) why do employees holding seemingly excellent jobs in terms of the traditional job facets such as pay and benefits sometimes report low satisfaction, (2) why do employees holding similar jobs at the same or different organizations with similar pay, etc. have different job satisfaction levels, and (3) why do employee job satisfaction levels change over time when pay, etc. remains relatively stable? The theory posits that job satisfaction is a function of a relatively finite and stable set of variables called Situational Characteristics and a broader based, fluid set of variables called Situational Occurrences. It was hypothesized that overall job satisfaction could best be predicted from a combination of Situational Occurrences and Situational Characteristics than by either alone. It was also hypothesized that Situational Occurrences play a dominant role in determining subsequent satisfaction with the job. Both hypotheses were supported. In addition, male and female differences in the relative importance of Situational Characteristics and Situational Determinants were found.
KEY WORDS: job satisfaction; determinants of job satisfaction.
INTRODUCTION
Since the 1940s, the subject of job satisfaction has been one of the most widely studied topics in the management field. Mitchell and Larson (1987) have indicated that over 3000 studies have been carried out on job satisfaction over the last 60 years. The consequences of job satisfaction are very important to an organization in terms of its efficiency, productivity, very important to an organization in terms of its efficiency, productivity, employee relations, absenteeism, and turnover (Porter & Steers, 1973; Locke, 1976; Mirvis & Lawler, 1977; Mowday, 1981; Scarpello & Campbell, 1983), and to employees in terms of health and well-being (Shipley, 1979; Kavanagh, Hurst, & Rose, 1981; Khaleque, 1981; Furnham & Schaeffer, 1984; Hodgson, 1985). Ivancevich and Matteson (1987) have indicated that employers prefer workers who are satisfied to those who are not.
Various definitions of job satisfaction have been advanced. Locke (1976) suggests that job satisfaction is a pleasurable or positive emotional state resulting from an appraisal of one's job or job experience. Milburne and Francis (1981) further define satisfaction as a source of information for managers: job satisfaction is an...