英国大学论文代写：员工满意度

Harrison，Newman和Roth（2006）也指出，根据态度理论，工作满意度和组织承诺等态度会鼓励一种无差别的力量用于表达或表达态度的行为（Ajzen，2001）。 Celik（2011）讨论了劳勒的工作满意度理论，并阐述了四个基本条件：履行理论，差异理论，差异，矛盾和冲突理论;关于平等的公平理论和第四个是双因素理论。实践理论表明，员工满意度的关键规则是满足他们的需求和愿望，而差异理论则与员工的期望和获得的内容相关。根据公平理论，工人考虑他或她的工作资格和贡献以及工作的贡献，但双因素理论提出了成就理由的要素。 Elamin和Alomaim（2011）定义了工作满意度的公平理论表明，员工在组织中的满意度依赖于他或她与其他人相比的公平性。因此，该理论表明，个体对组织中公平待遇的看法会影响动机水平（Irshad和Afridi，2012）。然而，赫兹伯格的动机理论将两个因素分为激励因素和卫生因素。激励因素是内在因素，例如成就和认可，可以在员工中产生积极的感知和态度（Kwenin，Muathe和Nzulw，2013）。另一方面，卫生是外在因素，例如工作保障，薪酬，塑造员工态度的奖励（Jelencic 2011）。根据这一理论，如果卫生因素不足以存在，则卫生因素可能会使雇员不满意。

英国大学论文代写：员工满意度

Harrison, Newman and Roth (2006) have also stated that as per attitude theory, attitudes like, job satisfaction and organisational commitment encourage an undifferentiated force to employ in behaviours that articulate or manifest the attitude (Ajzen, 2001).  Celik (2011) has discussed Lawler’s theory of job satisfaction and explicates that it four basic conditions: The Fulfillment theory, The Discrepancy theory, difference, contradiction and conflict theory; The Equity theory, about equality and the fourth one is The Two-factor theory. The Fulfillment theory indicates that the key rule of the contentment of employees is satisfaction of their needs and wishes, while the Discrepancy theory is related to what employees expect and what they get. As per the Equity theory, workers contemplate his or her qualifications and contribution to the work as well as the job’s contribution, but the Two-factor theory proposes the elements of reasons of accomplishment. Elamin and Alomaim (2011) defines the equity theory of job satisfaction indicates that satisfaction of an employee in organisation person relies on his or her consideration of fairness in comparison to others. Thus, this theory brings out the fact that the perception of an individual regarding fair treatment in an organisation affects the motivation level (Irshad and Afridi, 2012).  However, the Herzberg theory of motivation has categorised two factors as motivators and hygiene. Motivators are intrinsic factors, such as achievement and recognition that result positive perception and attitude in employees (Kwenin, Muathe and Nzulw, 2013). On the other hand, hygiene is extrinsic factors, such as job security, pay, rewards that shape the attitude of an employee (Jelencic 2011). As per this theory, hygiene factors can dissatisfy employs if they are not present in ample amounts.