Hulin and Judge (2003) have noted that job satisfaction includes multidimensional psychological responses to an individual's job, and that these personal responses have cognitive (evaluative), affective (or emotional), and behavioral components. 6 Relationships and practical implications.4.1.2 Superior-subordinate communication.4.1.1 Communication overload and underload.3.5 Two-factor theory (motivator-hygiene theory).Spector (1997) lists 14 common facets: appreciation, communication, coworkers, fringe benefits, Job conditions, nature of the work, organization, personal growth, policies and procedures, promotion opportunities, recognition, security, and supervision. It is assessed at both the global level (whether the individual is satisfied with the job overall), or at the facet level (whether the individual is satisfied with different aspects of the job). Others have defined it as simply how content an individual is with their job whether they like the job. Locke (1976), who defines job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences" (p. 1304). One of the most widely used definitions in organizational research is that of Edwin A. or cognitions about the job (cognitive job satisfaction).
Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job (affective job satisfaction). Job satisfaction can be measured in cognitive (evaluative), affective (or emotional), and behavioral components. Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentedness with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. A post office worker appears to be happy as she pushes a mail cart.