Ift excessiveness or work stress? Could be linked to work satisfaction Locke describes satisfaction as a feeling of pleasantness that arises from the perception that professional activity allows to achieve important personal values related to work but what happens when this condition does not occur?
There Work satisfaction It is often connected to general well -being in everyday life . It is the Spillover Hypothesisaccording to which what we live in one area can also reflect in another: those who try satisfaction at work tend to perceive it even in private life, and vice versa: the workers satisfied in the working context will also be satisfied in private life and vice versa. The same can happen with dissatisfaction. Furthermore, the possibility that a compensation mechanism will come into play: when there is no fulfillment in a context, it can be sought in the other
What is working satisfaction?
Work satisfaction is the subjective perception of well -being and contentment that a person can experience in relation to his profession. It does not only concern the absence of dissatisfaction, but of a positive feeling that arises when work responds to personal values and needs. A Meta-analysis of 2020, which has revised 105 studies, highlighted a positive and significant relationship between working satisfaction and correspondence between the interests of the person and his work (Hoff et al., 2020).
This concept has been widely studied by work psychology, which often divides it into two main categories:
- Intrinsic satisfaction: It derives from internal aspects of work itself, such as the possibility of using one’s skills, decision -making autonomy, interest in the tasks carried out and the sense of personal fulfillment.
- Extrinsic satisfaction: It is linked to external and tangible factors, such as remuneration, benefits, local safety, career opportunities and recognition by colleagues and superior.
Understanding these two dimensions can be the first step to analyze and improve your relationship with work.
When and why do I feel stressed?
The stress It is, to use the words of the psychoanalyst Masud Khan, “An emotional state of unpleasantness, deriving from the perception that the request for the environment or the situation that a person feels his ability to cope with it”. Prolonged stress can bring the worker to Burnout syndrome.
One of the most common processes concerns the request to workers to show major flexibility. Flexibility, however, can be connected to more ambiguity On what to do and how to do it. This can generate a reduced sense of control over situations and lead to:
- less possibility of modifying elements perceived as negatives of workIft
- Less effective decisions
A prolonged stress, an excessive workload or ambiguity on their duties can reduce satisfaction over time, lead to burnout conditions.
The World Health Organization (2019) has included Burn-out in the ICD-11 classification as a phenomenon linked to the working context, defining it as a syndrome that derives from chronic stress in the workplace that has not been managed effectively. It is characterized by three dimensions: feelings of exhaustion, greater emotional distance from one’s work and reduced professional efficacy.
Organizational climate and relationships
A supportive work environment, based on trust and positive relationships with colleagues and superior, is very important. The perception of ‘procedural justice’, that is, that the organization acts ethically and fairly, is a powerful wellness engine.
If a person perceives that his organization acts towards employees in a impartial and ethical way, allowing to express opinions on decisions, it means that procedural justice is respected. A low perception of procedural justice, in fact, can represent a risk for organizational well -being, assessed through
- the self -assessment of the state of health
- The presence of minor mental disorders
- the number of absences due to illness.
Individual and gender characteristics
There is a correlation between work satisfaction and individual characteristics and gender identity. Women and men can have expectations compared to work, with consequent Differential emotional responses :
- Men tend to give greater importance to extrinsic rewards such as pay, security, promotions;
- Women tend to give greater importance to social rewards as a good relationship with colleagues or superior. Furthermore, from the latest research it emerges that women are, on average, more satisfied than men
Expectations and personal values play a crucial role. Recent research suggests that the gender composition of the working environment can also be an important factor. A 2024 study highlighted how employees in workplaces with a good balance of gender show higher levels of satisfaction than those in contexts with female or male predominance (Olafsdottir & Einarsdottir, 2024).
How is working satisfaction measure?
Measuring work satisfaction is important for both people and companies. Although it is a subjective measure, there are tools and indicators to evaluate it:
- Questionnaires and surveys: Tools such as the Job Satisfaction Survey (JSS) of Spector or customized questionnaires can explore specific areas such as pay, supervision, colleagues and nature of the work.
- Feedback talks: Structured and regular conversations with their manager can bring out criticality and areas of improvement.
- Indirect indicators: At company level, high turnover rates, absenteeism and low productivity can be signs of widespread dissatisfaction.
For a person, the self-reflexion on questions such as I feel motivated to go to work? or Does my job mean to me? It can be a first useful tool for evaluating one’s satisfaction
How to improve the quality of working life?
The work is connected to the degree of check that people perceive they can have on the situation. Some useful first steps may be:
- plan work
- fix a time to carry it out
- establish the objectives to be achieved
- Consider the final result.
Subsequently, wellness indicators can be
- Want to go to work
- feeling of being part of a team in which there is a good management of conflicts
- high involvement.
Find the right balance: the role of psychological support
Work satisfaction is not a static milestone, but a dynamic balance that deeply affects our general well -being. When dissatisfaction takes over, it can be difficult to understand where to start and what changes to make. A path with a professional can help you clarify your values, to manage stress and develop strategies to find a healthier and more satisfying relationship with your work.
Do the free test on work addiction to understand if your level of work satisfaction is at risk. The BWAS (Bergen Work Addiction Scale) questionnaire helps you to evaluate the presence of the main symptoms related to stress and employment dependence. It takes just a few minutes to answer questions and get an immediate result. Remember: the test has no diagnostic value, but it can be a first step to increase awareness of your working well -being.
