Determinants of Employee Job Satisfaction: An Empirical Test of a Causal Model
Name: Shifa Fathima
Date: 08/08/23
Determinants of Employee Job Satisfaction: An Empirical Test of a Causal Model
Augustine O. Agho, Charles W. Mueller, and James L. Price.
The goal of Augustine O. Agho, Charles W. Mueller, and James L. Price's essay "Determinants of
Employee Job Satisfaction: An Empirical Test of a Causal Model" is to investigate the factors
that influence employee job happiness. The article proposes a causal model that identifies
numerous factors that influence job satisfaction, such as organisational, personal, and work
characteristics. The authors conducted a study in order to empirically evaluate the model and
provide support for the links between the various components and job satisfaction.
A quantitative research methodology was applied for this investigation. A 327-bed Veterans
Administration Medical Center's 405 staff provided two waves of longitudinal data. The
proposed model was refined into four alternative models, which were estimated using LISREL
maximum likelihood techniques. To gather information on job features, personal qualities,
organizational characteristics, and job satisfaction, the authors conducted surveys of employees
from a range of organisations. After that, they tested the causal model and examined the
connections between the various components and work satisfaction using structural equation
modelling (SEM). To evaluate the accuracy and dependability of the data and the model, the
authors also ran a number of statistical tests.
According to the study, employee work satisfaction is significantly influenced by factors related
to their jobs, personalities, and organisations. In particular, the study discovered that while
workload had a negative impact on job satisfaction, job qualities like autonomy, feedback, and
task identity had a favourable impact. Age, education, and tenure are examples of personal traits
that have a beneficial impact on job satisfaction. Finally, organisational traits including
leadership, communication, and job security all contributed to job satisfaction. The study
supports the authors' causal model by providing empirical evidence for the links between these
parameters and work satisfaction.
The study's findings also hold significant implications for organizations aiming to cultivate a
positive work environment that promotes job satisfaction. Informed policies can be developed
based on insights gathered from these studies. Recognizing the importance of skill improvement
and career advancement, organizations can invest in training and development programs that not
only enhance employees' competencies but also demonstrate the company's commitment to their
growth.
