Editing Job satisfaction (section)

== Evaluation ==
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.<ref name="Hulin, C. L. 2003 pp. 255-276"/>  Job satisfaction scales vary in the extent to which they assess the affective feelings about the job or the cognitive assessment of the job. Affective job satisfaction is a subjective construct representing an emotional feeling individuals have about their job.<ref name="Spector 1997"/><ref name="Thompson" /><ref name="Moorman" /><ref>{{cite journal|last=Kalleberg|first=A.L.|title=Work values and job rewards—Theory of job satisfaction|journal=American Sociological Review|year=1977|volume=42|issue=1|pages=124–143|doi=10.2307/2117735|jstor=2117735|s2cid=34927611}}</ref> Hence, affective job satisfaction for individuals reflects the degree of pleasure or happiness their job in general induces.

Cognitive job satisfaction is a more objective and logical evaluation of various facets of a job. Cognitive job satisfaction can be unidimensional if it comprises evaluation of just one facet of a job, such as pay or maternity leave, or multidimensional if two or more than two facets of a job are simultaneously evaluated. Cognitive job satisfaction does not assess the degree of pleasure or happiness that arises from specific job facets, but rather gauges the extent to which those job facets are judged by the job holder to be satisfactory in comparison with objectives they themselves set or with other jobs. While cognitive job satisfaction might help to bring about affective job satisfaction, the two constructs are distinct, not necessarily directly related, and have different antecedents and consequences.<ref name="Moorman" />

Job satisfaction can also be seen within the broader context of the range of issues which affect an individual's experience of work, or their [[quality of working life]]. Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and working conditions.<ref>{{cite journal |last1=Tomaževič |first1=Nina |last2=Seljak |first2=Janko |last3=Aristovnik |first3=Aleksander |title=Factors influencing employee satisfaction in the police service: the case of Slovenia |journal=Personnel Review |date=4 March 2014 |volume=43 |issue=2 |pages=209–227 |doi=10.1108/pr-10-2012-0176 |s2cid=56362686 |url=http://pdfs.semanticscholar.org/d667/e27d0cdf0e51cdc5ff91a9da80ded1a8e5aa.pdf |archive-url=https://web.archive.org/web/20201124123702/http://pdfs.semanticscholar.org/d667/e27d0cdf0e51cdc5ff91a9da80ded1a8e5aa.pdf |url-status=dead |archive-date=24 November 2020 }}</ref>