Sample Article Review on Employee attitude and satisfaction

Employee attitude and satisfaction


The article is about the problems that the employees are facing and how the human resource department can address them. Particularly, the article is all about the satisfaction of employees at the place of work together with how the employee attitude can influence the overall performance of an organization. Majorly, this article explores both the scientific research method as well as the relevant efforts that the human resource personnel can employ as a way of managing problems facing the employees. In addressing the issue at hand, the article has identified three gaps that need to be addressed urgently. The first gap is the underlying causes of the employees’ attitude; the second gap is the impacts that relate to the job satisfaction of the employees. Under this second gap, the article has gone as far as subdividing the impacts of the employees’ job satisfaction into both positive and negative. The third and the final gap is the ways of determining the consequences of the employee attitude. Moreover, the article has gone further to stress the need to harmonize these three gaps as a way of managing the problems facing the employees to realize the job satisfaction.

Thesis statement

The article evaluates, acknowledges, and implements the causes of employee attitude in relation to the ways in which it influences the overall performance of the organization. Additionally, the attitudes of the employees are linked to their satisfaction together with the organizational performance. The author further explores three approaches called gaps that are vital in the proper management of the employees as a way of realizing job satisfaction. The strength and weakness of the three gaps are as discussed below.


Causes of the employee attitude

The author has identified the first gap, which is the cause of the employee attitude as well as the Job satisfaction. It can be argued that the article has numerous strengths because it has rightly pointed out that it is the responsibility of the human resource practitioners to identify correctly the issues that can result in employees failing to be satisfied at the place of work. In addition, the author has rightly mentioned that HR practitioners must also identify situations that can affect the employee attitude. It is important to note that job satisfaction and the employee attitude are essential ingredients that are needed for the overall well-being of the organization in regards to the performance. In agreement with the article, the best ways that the human resource practitioners can apply to deal with the employee attitudes is by organizing programs management practices that can address the identified issues. Therefore, the article has failed to come up with other relevant solutions for the managing of the employee attitude at the place of work (Saari & Judge 396).

According to the article, disposition is one of the factors that can influence the employee satisfaction. The article has gone further to claim that an individual always tend to get satisfied with his or her job with time. This implies that workers should be in a position of feeling satisfied with their job as they continue to perform their duties. However, a scrutiny of this allegation reveals that it is just a mere allegation because not all the employees feel satisfied with their jobs as time goes. In fact, some reported cases claim that most of the employees tend to experience dissatisfaction with their jobs when the job conditions are not favorable. According to these reports, the satisfaction of the employees depends majorly on the attitude but not the disposition. Besides, the employee satisfaction, on the other hand, depends on the prevailing working conditions (Saari & Judge 398).

Apart from the disposition, culture is another factor that influences job satisfaction. According to the article, employee attitudes differ with cultures, which means that employee attitude fluctuates based on their cultural background. As a result, the author is right by coming up with the idea that understanding the cultural history of the employees is the key towards managing of the employee attitude and eventual satisfaction. Though this approach can be argued to be applicable, its general implementation is very difficult, especially in the regions that experience multiculturalism. Consequently, it is not easy to understand with the aim of satisfying each culture of the employees in the multicultural environment. Therefore, I can rightly conclude that though the article tried to handle job satisfaction through the cultural approach, the author failed to deal with the bigger picture of implementation. Therefore, I would recommend further studies to be conducted concerning the implementation of the culture as a factor in dealing with the employee attitude (Kraut 111).

The situation of work is another factor under the author has identified as one of the causes of the employee attitude that influences the job satisfaction in general. Though the article claims most of the population is influenced by the nature of the work itself rather than the work situation, there are even a bigger percentage of the employees think otherwise. Following other reports, the situation of the work itself is not enough to influence the employees’ attitude. However, it is believed that both the situation of work and the nature of work always go hand in hand in influencing the employee attitude and the job satisfaction. Therefore, it can be pointed that the article has failed to embrace these two aspects as a way of influencing both the attitudes and the satisfaction of the employees at their places of work. Consequently, I would like to propose that further studies should be conducted to determine the actual influence of these two variables on the attitude and the satisfaction of the employees (Srivastava 32).

The results of the job satisfaction both the positive and the negative

This is the second gap that is covered by the article. According to the article, the author is right by claiming that it is prudent for the human resource practitioner to understand the consequences of the job satisfaction to both the employees and the organization that they serve. Moreover, the article has expansively stressed the need for the establishment, whether the productivity of the employees can be used as a determinant in assessing their satisfaction. Furthermore, the article has correctly identified one of the challenges that the human resource practitioners are facing. This challenge is the need for reducing the overall cost of production while keeping the employees satisfied. It is important to note that striking a balance between reducing the cost of production and keeping the employees satisfied is very difficult. This implies that most of the factors of production are considerably reduced that include the employees salaries and wages. As a result, the article has failed in dealing with how a human resource practitioner can come up with this balance. However, the article has exhaustly covered and identified factors that can contribute to the attitude and the satisfaction of the employees at the workplace (Kraut 112).

The article has also made comparisons between job satisfaction and the performance of the employees. However, the author was right to dispel the common notion that most of the performing employees are usually the ones that are satisfied. In fact, the author went on to label this misconception as a management fad. The author went ahead to back his claims by seeking backings from the famous Hawthorne studies to come up with the well-informed conclusion. Consequently, it can be argued that the article has articulately covered this comparison (Srivastava 33).

Another comparison that the authors featured in the article is the job and life satisfaction. The article covers this comparison in a very detailed manner that has made it easier to understand by the reader. This means that the authors did an in-depth research pertaining to the topic. The authors approached this comparison in three different forms, namely spillover, segmentation, and compensation. Irrespective of the form, most researchers have revealed is that passion is the most important aspect that relates both life and job satisfaction. As a result, the article is limited in only focusing on the three forms (Saari & Judge 399).

Job satisfaction and withdrawal behaviors were also featured in the article. The authors are proposing that most of the employees that are dissatisfied with their jobs are more likely to quit or manifest the typical withdrawal behaviors than the satisfied employees. This claim is one of the strengths of the article because to some extent, the claim is right. However, it is believed that not all employees that fail to quit or show any of the withdrawal behaviors are satisfied with their jobs. Therefore, the article had a weakness of identifying and acknowledging this important aspect. However, as in my opinion, job satisfaction and withdrawal behaviors depend on the employees techniques of personal management of the job and personal challenges (Srivastava 34).



How to measure and influence the employee attitude

This is the third and the final gap. One of the strengths of this article is that the authors have exhausted different ways of measuring employee attitudes. They further went ahead to enlist them such as interviewing, undertaking a survey, and performing the famous focus group. However, other reports claim that the above methods can only be relevant when the individual conducting the process is well avast with the patterns and the knowledge of the human behaviors. Besides, other claims point out that the best result can only be gotten when the three methods are used together in a systematic manner. This means that the article left this important idea, pointing a weakness. However, I am also supporting the idea that systematic usage and combination of the above-mentioned methods are necessary for the desired result (Kraut 114).


Job satisfaction is one of the important factors that significantly contributes towards the general performance of every employee. It is believed that an employee that is dissatisfied with his or her job tend to under perform. Consequently, the general performance of the organization also suffers. Therefore, keeping the employees satisfied is the key towards improving and maintaining the performance of the organization. As discussed above, job satisfaction goes hand in hand with the employee attitude. Most researchers point out that most of the dissatisfied employees always have a poor attitude to their jobs. Therefore, this article can assist an organization in handling and managing issues that deal with the employee attitudes and satisfaction. The three gaps discussed above can be a vital tool in managing the issues at hand. However, the article can even be of greater use if the above-pointed weaknesses are addressed. Therefore, I recommend further research.

Works cited

Kraut, Allen I. “Employee Job Attitudes Measure.” Human Resource Management 1.1 (2013):

111 134. Print.

Saari, L., & Judge, T. (2004). Employee Attitudes And Job Satisfaction. Human Resource

Management, 1(2), 395-407.


Srivastava, S. K. “Impact of Labor Welfare on Employee Attitudes and Job Satisfaction.”

Management and Labor Studies 2.1 (2004): 31-41. Print.