Job satisfaction has been defined as a general attitude toward ones job.

According to Robins (1997) job satisfaction is the difference between the amounts of rewards employees receive and the amount of rewards they expect. Herzberg (1952) identified two factors namely motivation factors and hygiene factors while studying job satisfaction. He established that motivation factors (e.g., advancement, responsibility, achievement recognition, growth and the work itself) lead to satisfaction on the job and factors like company policy and administration, supervision, relationship with supervisor, work conditions, salary, relationships with peers, personal life, relationships with subordinates, status, and security may lead to job dissatisfaction. Pathik and Pestonjee (1997) state that work environment is an important factor, which has influence on job satisfaction of the employees. Their study also found that politics-free work environment is significantly correlated to job satisfaction of employees. Bonner (1997) found a positive relationship between employees job satisfaction and Welfare programs including benefits, bonus, overtime, transport allowance, medical allowance, children education allowance, etc. Holmes (1997) shows group incentives including profit sharing, employee stock ownership plans, gain-sharing plan have relationship with the level of job satisfaction. He also identifies that decentralization of authority has direct impact on job satisfaction of the employees. Chapman (1998) states worker shows higher satisfaction level when they are working as members of problem solving teams as compared to working as individual workers. Applebums (1997) study identified that positive correlation between the nature of the job design (task complexity, task variety, task independence) and job satisfaction. Kalleberg and Loscocco (1983) showed, in USA, older workers are more satisfied than younger workers. Shapiro and Stern (1975) found in USA that, professional male experienced higher levels of Job satisfaction than their professional female counterparts.

Mowday, Porter and Steers (1982) found that job satisfaction studies also support a positive relationship between organisational commitment and desirable outcomes such as performance, turnover, and absenteeism.

BIBLIOGRAPHY

Applebum S. H. & Grigore M. L. (1997). Organizational change and Job Redesign in Integrated Manufacturing: A Macro Organizational to Micro-Organizational Perspective. Journal of European Industrial Training, Vol. 21, No. 2, PP. 51-63

Bonner, M., (1997). Stages of Change, Job Satisfaction, Weight, and Activity at Two Work-Site Wellness Programs. Doctoral Dissertation, The University of Southern Mississippi, USA. Chapman, D.J., (1998). Team Members at Work: The Voice of the Employee. A Narrative study of Team Member Satisfaction Levels. Doctoral Dissertation, The Claremont Graduate University. Herzberg, F., Mausner, B. and Synderman, B., (1952). The Motivation to Work, John Willy & Sons, New York. Hackman, J.R. and Oldham, G.R. (1990). Work Design. Addison-Wesley Publishing Co. Holmes, L.E., (1997). The Role of Management Accounting Information on Continuous Improvement (Manufacturing, Information Use, Employee Empowerment). Doctoral Dissertation, Oklahoma State University, US. Pathik, R.D. and Pestonjee, D.D., (1997). Organizational Politics Orientation as Related to Job Satisfaction, Job Involvement and Job Anxiety among Research and Development Personnel. South Asian Journal of Management, January-March, pp. 39-44. Robins, Stephen P., (1997). Organizational Behavior. Prentice Hall

Arne L. Kalleberg and Karyn A. Lossocco . Aging, Values and Rewards : Explaing Age Differences in Job Satisfaction. American Sociological Review, February1983 , pp.78-90

JS NGO
Nath (2008) state that the successes of NGOs are very much depends upon its members and staff. And the members and staff become effective in their work or performance only when they receive full satisfaction out of their job.
Nath (2008) also found that the NGO employees are not satisfied working in the NGO, as there is no pecuniary gain from the organization. This is peculiar in a country like India so as in many third world countries where the economic consideration receives priority when it comes to employment, even in NGOs.

Islam (1999) found out that in Bangladesh, the level of Job satisfaction of Government employees is higher than that of NGO employees. He also found that male employees are more satisfied than women.

Kamal and Ferdousi (2008), in their study, job satisfaction on different types of job in Bangladesh found that, maximum (i.e., 54%) NGO employees are indifferent in respect to job satisfaction. He also found that 45% of the NGO employees are satisfied about their job.

Bibliography
Islam , Nazrul (1999b). Job Satisfaction of Government and NGO Employees of Dhaka City. Bangladesh Psychological Studies, Vol. 23. PP 19-26.

Kamal, Yousuf and Ferdousi, Moriom, Job Satisfaction: A Study on Different Types of Jobs in Bangladesh (December 1, 2008). The Bangladesh Accountant, Vol. 61, No. 34, pp. 52-58, October- December 2008