Learn about job dissatisfaction and how it relates to the workforce. Explore the four causes of loss in job satisfaction and typical responses to job dissatisfaction.
Updated: 03/22/2022
Theories of Job Dissatisfaction
What is Job Dissatisfaction?
More than half of Americans are disengaged at work. Fewer than 50% trust their companies. Of those workers who do quit, more than 75% of them leave because of problems with their bosses. These statistics suggest that many American workers are unsatisfied with their jobs, but what exactly does job dissatisfaction mean? American psychologist Frederick Herzberg said that people need certain things to feel job satisfaction and that certain factors would breed job dissatisfaction. This is known as his Two-Factor Theory. The first factor, motivators, lead to job satisfaction. The second factor, hygiene factors, lead to job dissatisfaction when they are not met.
Job Satisfaction vs Job Dissatisfaction
Although employees of some professions (like clergy, humanities and healthcare) report higher rates of job satisfaction overall, only 20 percent of Americans say that they're truly passionate about their work. Job satisfaction is important for employee retention. The earliest theory about job satisfaction was presented in 1935 by Robbert Hoppock. He described job satisfaction ''as being any number of psychological, physiological, and environmental circumstances which leads a person to express satisfaction with their job.'' Since then, a number of theories have evolved regarding job satisfaction and job dissatisfaction, including Herzberg's Two-Factor Theory (also known as the Motivators-Hygeine Theory), Locke's Value Theory and Adams' Equity Theory. What they all share is the theory that when certain conditions are not met regarding employee growth, compensation, engagement and leadership, job dissatisfaction can develop. Job satisfaction and dissatisfaction should not be thought of as absolutes, however. It is important to note that they exist as a spectrum within any one employee. They can fluctuate based on a variety of situational, personal and day-to-day factors.
Job Dissatisfaction
Not everyone can be satisfied with their job. As a matter of fact, Gallup statistics revealed that only 32% of U.S. employees felt actively engaged with their job in 2022. This included both full-time and part-time workers.
One has to wonder about this high level of disengagement in the workplace and the reactions or responses from employees who feel dissatisfaction. When we are younger, we act out by pouting or stomping our feet, but it is important we understand how employees respond when they are not satisfied with their jobs. Understanding the responses helps companies to identify that discontent and hopefully address it before it goes too far.
You must cCreate an account to continue watching
Register to view this lesson
Are you a student or a teacher?
Create Your Account To Continue Watching
As a member, you'll also get unlimited access to over 84,000 lessons in math, English, science, history, and more. Plus, get practice tests, quizzes, and personalized coaching to help you succeed.
Get unlimited access to over 84,000 lessons.
Try it now
It only takes a few minutes to setup and you can cancel any time.
Already registered? Log in here for access
Back
Your next lesson will play in
10 seconds
What are the Four Causes of Loss in Job Satisfaction?
Nicole is an adjunct professor who works at an English Language Department in her local community college. Nicole is a vibrant and dynamic teacher who loves to help students. Her favorite teaching moments are the ''aha'' moments, when a student's face lights up with understanding of a concept. The nature of the task itself, teaching language and communication, along with the responsibility of molding students and the reward of learner outcomes means that Nicki's teaching position meets many of the motivating factors that can create job satisfaction: she has an appropriate level of responsibility and she experiences reward recognition through her students for a job well done. Provided that the position pays well and that it has strong leadership, Nicole might invest her time, energy and creativity into growing herself as a teacher and leader within the English Language Department. Her long-term presence and enthusiasm could boost morale; her experience/expertise in departmental policy, procedure and best practices could boost productivity and save the department money through reduced turnover and training of new employees. On the other hand, Adams' Equity theory states that all employees expect the outcomes of their job to match the level of effort and attention that they put into it, or their input. If Nicole devotes herself to the department but experiences outcomes that she finds to be inequitable, she will probably begin to experience job dissatisfaction. Employees who experience poor management, limited career growth, being underpaid and lack of interest in their work have felt the four causes of loss in job satisfaction.
Poor Management
The other professors in Nicole's department are nice, but the department itself has an issue with its leadership. The chair of the department is a combination of disorganized and ill-tempered that makes them difficult to approach or please. This poor management affects many students and teachers in the department. They feel like the chair is unsupportive and untrustworthy, which makes it difficult for them to feel secure or satisfied when interacting with them. Though the department is talented, it is poorly managed, to the detriment of students and teachers alike, because dissatisfied employees tend to respond to their job dissatisfaction in negative ways.
Limited Career Growth
After a few years, Nicole had enough time to learn her position and the department really well. She decided to apply as a coordinator to help organize the department and mediate between the increasingly dissatisfied employees, the students and the department chair. Nicole had glowing reviews from students and consistently exceeded expectations in her evaluations. She even had a positive rapport with the chair. Unfortunately, Nicole was passed over for the position in favor of an external hire. According to Locke's Value Theory, job outcomes must match employee expectations. When employees experience outcomes that they value, they feel job satisfaction. Conversely, when employees don't experience outcomes they value, they experience job dissatisfaction. Until that point, Nicole considered herself and her work to be valuable to the department. Afterward, however, she began to feel that the college did not in fact value her time and talent. Because Nicole felt the college limited her growth, she began to feel undervalued, which led to job dissatisfaction.
Being Underpaid
Twenty percent of employees are passionate about their jobs, but being underpaid is a severe impetus to job dissatisfaction for even the most passionate of employees. Low income leads to job dissatisfaction because capitalist societies scale quality of life with higher income. In the USA, people who make less than $25,000 per year have significantly lower job satisfaction rates. Even among professions like the clergy or teaching, which can have job satisfaction ratings of 90%, they still need a certain amount of compensation to survive and live in safety and security with their families. If they do not feel they are fairly compensated, employees will adjust their input to their job to balance the input/output ratio once again. In Nicole's place, as an adjunct professor with limited growth potential within her department, Nicole was paid a fixed rate per course for each semester, but she did not have healthcare benefits or paid time off. She believed she was undercompensated for the investment of time and work that she put into her teaching and her students. This compounded her job dissatisfaction as well.
Lack of Interest
Two years after Nicole applied and was turned down for a promotion, she is in the same position teaching the same course. She has refined the course to be something she could teach in her sleep; and indeed, she does find herself sleepwalking through them more and more. Nicole's lack of interest in her position is evident, and it spreads through her students and her colleagues. As a result, Nicole's students are less engaged and less successful. At the same time, Nicole is less engaged with her colleagues, who miss out on valuable opportunities to collaborate with a professor who ''knows the ropes'' and has a lot to contribute regarding training and best practices. That's why it is important that employers strive to keep their employees engaged via job satisfaction and creating best practices.
What are Four Common Responses to Job Dissatisfaction?
Job dissatisfaction hurts companies. It costs them time in recruiting and training; it affects customer satisfaction; it reduces productivity; and it costs them money because employee turnover is expensive. Not to mention that companies with high employee job satisfaction outperform companies with high employee job dissatisfaction by 202%. It is important that companies invest in employee job satisfaction for their own success. Dissatisfied employees tend to respond to their job dissatisfaction in four key ways: through neglect, through diminished loyalty; by using their voice to speak about what needs to change and by exiting the position.
Neglect
Dissatisfied employees might attempt to rebalance their perceived input/output ratio by neglecting their jobs. This can show up as absences, tardiness, procrastination, and declining performance. Nicole, who was once eager to put in extra hours planning and evaluating students and volunteering for after-school learner support activities now routinely calls out of work, relying on technology to deliver lessons more and more. She is slow to deliver learner feedback, which frustrates the students. She is also more stressed out and anxious because of procrastination, which leaves her with less patience for her students. Neglecting duties turned a great teacher into a disengaged one, which not only negatively affects learners but actually damages the school's reputation as well. She works for them, after all.
Loyalty
Dissatisfied employees will often experience diminished loyalty to their employers. Employee turnover is one indicator where employee loyalty might be expressed. Even if dissatisfied employees do stay with their current employers, they might try to undermine the company or significantly disengage from the position. Rather than using downtime during her workday to grade papers, meet with students or plan lessons, Nicole now uses most of her downtime to work on her resume and apply to jobs. Again, this ultimately hurts the employer itself because employees' diminished productivity leads to lower morale, poorer outcomes and ultimately significant financial losses on the company's part.
Voice
At the start of the new fiscal year, Nicole's department circulates a memo saying that adjunct professors' rates per class would be reduced by 2% in the upcoming fiscal year. Nicole and her colleagues are furious, and they begin speaking out about the myriad issues within the department. Morale, which was already low, plummets and productivity within the department halts. Even the professors who tried their best not to engage in the job dissatisfaction conversation find themselves negatively impacted. If the college doesn't pay attention and try to resolve the concerns of their employees, they can create a high turnover rate within the department.
Exit
Many times, employees who are dissatisfied with their jobs are forced to stay due to financial concerns. There are, however, employees who will exit their positions. Depending on their circumstances, they might stay until they can secure a position in another company, but ultimately, talented employees who value their time and contributions will leave companies where they feel strong job dissatisfaction. This deals a blow to the employer as they must pay to recruit and train a new employee, plus they lose the former employees' expertise.
Lesson Summary
Employees need to feel support from their employers to experience job satisfaction. Ideally, an employee would feel fairly compensated, they would respect the leadership of their employers, they would find the work meaningful, they would feel engaged with their work and they would feel that their employer supported their growth. Job dissatisfaction is created when employee expectations/needs are not supported by employer outcomes. There are four causes of loss in job satisfaction. They are limited growth, poor management, being underpaid and lack of interest in the job itself. Adams theorized that employees simply want to have a balanced input/output ratio with their employers. When employees begin to feel like their outcomes are not proportionate to what they put into the job, they will find other ways to rebalance the input/output scale. Employees who are dissatisfied with their jobs will express that dissatisfaction in four ways: 1) through neglect of their work. An employee might increase their absenteeism, begin to procrastinate or find other ways to neglect their positions in order to balance their perceived input/output ratio toward their employer. 2) Employees might also respond to job dissatisfaction by reducing their loyaltyto the company. 3) Dissatisfied employees will also begin to use their voice to discuss employer problems. If unaddressed, these actions will lead way number 4) that employees express job dissatisfaction: via their exit.
Causes of Job Dissatisfaction
There are a number of specific causes for job dissatisfaction, but it is understood there are four main areas that reside in this issue. These areas are:
Being underpaid: Not being paid what you are worth is called being underpaid. This one issue is the most challenging one to work with because it can be driven by interpretation or perspective that is very personal or individually focused. If a person does not think they are being paid enough to do their job, then they perceive themselves to be underpaid - even if the wages they make are in line with that position. If they research the wages for that job (either on the Internet or by talking to others) and find they are indeed being underpaid, then their dissatisfaction is warranted.
In addition, they could see someone who does the same job they are doing driving a better car or living in a better house - and thus, perceive that person to be making more money. And so, once again, they believe they are underpaid. You see, unless you know what others are making or research the wages that are appropriate for a specific job function, then the dissatisfaction that comes from being underpaid is totally based on perception. From a company's perspective, it is a valuable and important perspective because individuals who are dissatisfied with the money they are making for the job they do will most likely leave the organization.
Limited career growth: Not having the opportunity to climb the ladder and grow your career is another area that can foster dissatisfaction with a position. For this aspect, it is important to understand that not everyone wants to move up the ladder. However, for those who do, if the company does not afford them the opportunity of growth, they will become disenchanted and become dissatisfied with their job. This could mean that the employee will potentially leave for another position that might have better career growth opportunities.
Lack of interest: A lack of interest is having a position that does not interest you. This is a very straightforward concept, but you might be wondering why anyone would take a job they were not interested in. Well, the first answer to that is typically money. People need to work and need jobs, so they might indeed take a position that does not interest them so they can pay the bills.
Another answer could be that sometimes what a person is told a job is in the interview process does not materialize. The old joke is the company and the prospective employee are all Brad Pitt and Angelina Jolie during the interview process, but once the hiring is done, we can at times see the ugly side of a company or position and not want to stay.
Poor management: Not having the leadership required is another reason for dissatisfaction. People want to be led. They want to work with people who inspire them and have a vision. Without those people, an employee can feel as if the company is just drifting through space, waiting to run into something. If an employee is a structured and focused type of person, not having leadership is a killer and will certainly make them believe the company is not very serious. For this reason, an employee may grow dissatisfied with the company, if not the position.
Employee Responses to Dissatisfaction
When an employee is dissatisfied, they can respond in a number of ways:
Exit: They will leave the company and find other employment that better suits their needs.
Voice: They will become vocal about what needs to be changed and potentially work to change it.
Loyalty: Much like a golden retriever, they will be loyal. However, in the case of an employee, that loyalty is centered on waiting for those things to change and get better.
Neglect: The employee will begin to do less-than-good work, be absent more and potentially not care about the job they do. In this case, they really have given up and are just going through the motions, without much concern for their job or the company.
It is important to understand that a dissatisfied employee can exhibit any number of these responses. What I mean is they might start by being vocal, move to neglect, then move to exiting the company. They do not have to just pick one of these, but rather can work through one (or many) to show their response to being dissatisfied.
Lesson Summary
Job dissatisfaction is part of the business world and cannot be removed or ignored. Not everyone can be happy with their jobs, as our survey shows us. Whether dissatisfaction comes from feeling underpaid, limited career growth, poor management or lack of interest, the fact is that it is indeed present and needs to be identified in order for it to be dealt with.
Thus, if a company sees a lot of employees exiting the company, or starts to hear employees voice their concerns or finally, if they see neglect, they need to act, as these are telltale signs people are not satisfied with their jobs. While not every case of dissatisfaction can be remedied, if a company keeps an eye out for these responses and acts on them when they see them, they can potentially become a better organization.
Learning Outcomes
At the end of this lesson, you should be able to:
- Define job dissatisfaction
- List some of the most common reasons that an employee may experience job dissatisfaction
- Describe how an employee may respond to being dissatisfied
To unlock this lesson you must be a Study.com Member.
Create your account
Video Transcript
Job Dissatisfaction
Not everyone can be satisfied with their job. As a matter of fact, Gallup statistics revealed that only 32% of U.S. employees felt actively engaged with their job in 2022. This included both full-time and part-time workers.
One has to wonder about this high level of disengagement in the workplace and the reactions or responses from employees who feel dissatisfaction. When we are younger, we act out by pouting or stomping our feet, but it is important we understand how employees respond when they are not satisfied with their jobs. Understanding the responses helps companies to identify that discontent and hopefully address it before it goes too far.
Causes of Job Dissatisfaction
There are a number of specific causes for job dissatisfaction, but it is understood there are four main areas that reside in this issue. These areas are:
Being underpaid: Not being paid what you are worth is called being underpaid. This one issue is the most challenging one to work with because it can be driven by interpretation or perspective that is very personal or individually focused. If a person does not think they are being paid enough to do their job, then they perceive themselves to be underpaid - even if the wages they make are in line with that position. If they research the wages for that job (either on the Internet or by talking to others) and find they are indeed being underpaid, then their dissatisfaction is warranted.
In addition, they could see someone who does the same job they are doing driving a better car or living in a better house - and thus, perceive that person to be making more money. And so, once again, they believe they are underpaid. You see, unless you know what others are making or research the wages that are appropriate for a specific job function, then the dissatisfaction that comes from being underpaid is totally based on perception. From a company's perspective, it is a valuable and important perspective because individuals who are dissatisfied with the money they are making for the job they do will most likely leave the organization.
Limited career growth: Not having the opportunity to climb the ladder and grow your career is another area that can foster dissatisfaction with a position. For this aspect, it is important to understand that not everyone wants to move up the ladder. However, for those who do, if the company does not afford them the opportunity of growth, they will become disenchanted and become dissatisfied with their job. This could mean that the employee will potentially leave for another position that might have better career growth opportunities.
Lack of interest: A lack of interest is having a position that does not interest you. This is a very straightforward concept, but you might be wondering why anyone would take a job they were not interested in. Well, the first answer to that is typically money. People need to work and need jobs, so they might indeed take a position that does not interest them so they can pay the bills.
Another answer could be that sometimes what a person is told a job is in the interview process does not materialize. The old joke is the company and the prospective employee are all Brad Pitt and Angelina Jolie during the interview process, but once the hiring is done, we can at times see the ugly side of a company or position and not want to stay.
Poor management: Not having the leadership required is another reason for dissatisfaction. People want to be led. They want to work with people who inspire them and have a vision. Without those people, an employee can feel as if the company is just drifting through space, waiting to run into something. If an employee is a structured and focused type of person, not having leadership is a killer and will certainly make them believe the company is not very serious. For this reason, an employee may grow dissatisfied with the company, if not the position.
Employee Responses to Dissatisfaction
When an employee is dissatisfied, they can respond in a number of ways:
Exit: They will leave the company and find other employment that better suits their needs.
Voice: They will become vocal about what needs to be changed and potentially work to change it.
Loyalty: Much like a golden retriever, they will be loyal. However, in the case of an employee, that loyalty is centered on waiting for those things to change and get better.
Neglect: The employee will begin to do less-than-good work, be absent more and potentially not care about the job they do. In this case, they really have given up and are just going through the motions, without much concern for their job or the company.
It is important to understand that a dissatisfied employee can exhibit any number of these responses. What I mean is they might start by being vocal, move to neglect, then move to exiting the company. They do not have to just pick one of these, but rather can work through one (or many) to show their response to being dissatisfied.
Lesson Summary
Job dissatisfaction is part of the business world and cannot be removed or ignored. Not everyone can be happy with their jobs, as our survey shows us. Whether dissatisfaction comes from feeling underpaid, limited career growth, poor management or lack of interest, the fact is that it is indeed present and needs to be identified in order for it to be dealt with.
Thus, if a company sees a lot of employees exiting the company, or starts to hear employees voice their concerns or finally, if they see neglect, they need to act, as these are telltale signs people are not satisfied with their jobs. While not every case of dissatisfaction can be remedied, if a company keeps an eye out for these responses and acts on them when they see them, they can potentially become a better organization.
Learning Outcomes
At the end of this lesson, you should be able to:
- Define job dissatisfaction
- List some of the most common reasons that an employee may experience job dissatisfaction
- Describe how an employee may respond to being dissatisfied
To unlock this lesson you must be a Study.com Member.
Create your account
Frequently Asked Questions
What are the consequences of job dissatisfaction?
Job dissatisfaction has a myriad of consequences for the employer. Employee job dissatisfaction can lead to significantly diminished performance when compared to companies with high employee job satisfaction. Furthermore, job dissatisfaction will be expensive for companies due to high turnover. It also lowers morale. Employees who are dissatisfied with their jobs will neglect them, modify their loyalty, speak about the problems within their work, and ultimately seek to leave the company.
How do you express dissatisfaction at work?
Employees express dissatisfaction at work in a variety of ways. They neglect their jobs by coming in late or increasing absenteeism; they reduce productivity and scale back on their performance. They might also spread job dissatisfaction among their colleagues by speaking about the problems within the company.
What causes job dissatisfaction?
Job dissatisfaction is caused by a variety of factors. Jobs which possess limited growth, poor management, poor compensation, or which do not interest the employee can lead to job dissatisfaction.
Register to view this lesson
Are you a student or a teacher?
Unlock Your Education
See for yourself why 30 million people use Study.com
Become a Study.com member and start learning now.
Become a MemberAlready a member? Log In
BackJob Dissatisfaction Causes & Responses | What is Job Dissatisfaction?
Related Study Materials
Explore our library of over 84,000 lessons
Browse by subject