Editing Job satisfaction (section)

=== Individual factors ===

==== Emotion ====
[[Mood (psychology)|Mood]] and [[emotions in the workplace|emotions at work]] are related to job satisfaction. Moods tend to be longer lasting but often weaker states of uncertain origin, while emotions are often more intense, short-lived and have a clear object or cause.<ref>Weiss HM, Cropanzano R. (1996). Affective events theory: a theoretical discussion of the structure, causes and consequences of affective experiences at work. ''Research in Organizational Behavior'' 8: 1±74</ref>

Some research suggests moods are related to overall job satisfaction.<ref>Brief AP, Roberson L. (1989). Job attitude organization: an exploratory study. ''Journal of Applied Social Psychology'' 19: 717±727.</ref><ref>Weiss HM, Nicholas JP, Daus CS. (1999). An examination of the joint effects of affective experiences and job beliefs on job satisfaction and variations in affective experiences over time. ''Organizational Behavior and Human Decision Processes'' 78: 1±24</ref> Positive and [[negative emotion]]s were also found to be significantly related to overall job satisfaction.<ref name = Fisher>Fisher D. (2000). Mood and emotions while working: missing pieces of job satisfaction? ''Journal of Organizational Behavior'' 21, 185±202</ref>

Frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced.<ref name=Fisher/>

[[Emotion work]] (or emotion management) refers to various types of efforts to manage emotional states and displays. Emotion management includes all of the conscious and unconscious efforts to increase, maintain, or decrease one or more components of an emotion. Although early studies of the consequences of emotional work emphasized its harmful effects on workers, studies of workers in a variety of occupations suggest that the consequences of emotional work are not uniformly negative.<ref>Pugliesi K. (1999). The Consequences of Emotional Labor: Effects on Work Stress, Job Satisfaction, and Weil-BeinMotivation and Emotion, Vol. 23/2</ref>

It was found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction.<ref name = cote >Cote S., Morgan LM (2002). A longitudinal analysis of the association between emotion regulation, job satisfaction, and intentions to quit. Journal of Organizational Behavior
vol 23, 947–962</ref>

The understanding of how emotion regulation relates to job satisfaction concerns two models:
# [[Emotional dissonance]]: a state of discrepancy between public displays of emotions and internal experiences of emotions,<ref>Ashforth, B. E., & Humphrey, R. H. (1993). Emotional labor in service roles: the influence of identity. Academy of
Management Review, 18, 88–115</ref><ref>{{cite journal | last1 = Rafaeli | first1 = A. | last2 = Sutton | first2 = R. I. | year = 1989 | title = The expression of emotion in organizational life | journal = Research in Organizational Behavior | volume = 11 | pages = 1–42 }}</ref> that often follows the process of emotion regulation. Emotional dissonance is associated with high emotional exhaustion, low organizational commitment, and low job satisfaction.<ref>{{cite journal | last1 = Abraham | first1 = R | year = 1999 | title = The impact of emotional dissonance on organizational commitment and intention to turnover | journal = Journal of Psychology | volume = 133 | issue = 4| pages = 441–455 | doi=10.1080/00223989909599754| pmid = 10412221 }}</ref><ref>{{cite journal | last1 = Morris | first1 = J. A. | last2 = Feldman | first2 = D. C. | year = 1997 | title = Managing emotions in the workplace | journal = Journal of Managerial Issues | volume = 9 | pages = 257–274 }}</ref>
# Social interaction model: taking the social interaction perspective, workers' emotion regulation might beget responses from others during interpersonal encounters that subsequently impact their own job satisfaction. For example, the accumulation of favorable responses to displays of pleasant emotions might positively affect job satisfaction.<ref name=cote/>

==== Genetics ====
The influence that genetics has had on a variety of individual differences is well documented.<ref>{{cite journal | last1 = Rowe | first1 = D. C. | year = 1987 | title = Resolving the person–situation debate: Invitation to an interdisciplinary dialogue | journal = American Psychologist | volume = 42 | issue = 3| pages = 218–227 | doi=10.1037/0003-066x.42.3.218}}</ref>  Some research suggests genetics also play a role in the intrinsic, direct experiences of job satisfaction like challenge or achievement (as opposed to extrinsic, environmental factors like working conditions).<ref>{{Cite journal |last1=Li |first1=Wen-Dong |last2=Stanek |first2=Kevin C. |last3=Zhang |first3=Zhen |last4=Ones |first4=Deniz S. |last5=McGue |first5=Matt |date=November 2016 |title=Are genetic and environmental influences on job satisfaction stable over time? A three-wave longitudinal twin study. |journal=Journal of Applied Psychology |language=en |volume=101 |issue=11 |pages=1598–1619 |doi=10.1037/apl0000057 |pmid=27504661 |issn=1939-1854|doi-access=free }}</ref> Notably, Arvey et al. (1989) examined job satisfaction in 34 pairs of monozygotic twins who were reared apart to test for the existence of genetic influence on job satisfaction. After correcting for age and gender, they obtained an intra-class correlation of .31. This suggests that 31% of variance in job satisfaction has a genetic basis, the estimate would be slightly larger if corrected for measurement error. They also found that evidence of genetic heritability for job characteristics, such as complexity level, motor skill requirements, and physical demands.<ref name="Job satisfaction: Environmental and"/>

==== Personality ====
Some research suggests an association between personality and job satisfaction.<ref>{{cite journal | last1 = Judge | first1 = T. A. | last2 = Heller | first2 = D. | last3 = Mount | first3 = M. K. | year = 2002 | title = Five-factor model of personality and job satisfaction: A meta-analysis | journal = Journal of Applied Psychology | volume = 87 | issue = 3| pages = 530–541 | doi=10.1037/0021-9010.87.3.530| pmid = 12090610 | citeseerx = 10.1.1.461.558 | s2cid = 10486565 }}</ref> Specifically, this research describes the role of [[negative affectivity]] and [[positive affectivity]]. Negative affectivity is related strongly to the personality trait of [[neuroticism]]. Individuals high in negative affectivity are more prone to experience less job satisfaction. Positive affectivity is related strongly to the personality trait of [[extraversion]]. Those high in positive affectivity are more prone to be satisfied in most dimensions of their life, including their job. Differences in affectivity likely impact how individuals will perceive objective job circumstances like pay and working conditions, thus affecting their satisfaction in that job.<ref>{{cite journal | last1 = Brief | first1 = A. P. | last2 = Weiss | first2 = H. M. | year = 2002 | title = Organizational behavior: Affect in the workplace | journal = Annual Review of Psychology | volume = 53 | pages = 279–307 | doi=10.1146/annurev.psych.53.100901.135156| pmid = 11752487 }}</ref>

There are two personality factors related to job satisfaction, [[Social alienation|alienation]] and [[locus of control]].  Employees who have an internal locus of control and feel less alienated are more likely to experience job satisfaction, job involvement and organizational commitment.  A meta-analysis of 187 studies of job satisfaction concluded that high satisfaction was positively associated with internal locus of control. The study also showed characteristics like high [[Machiavellianism (psychology)|Machiavellianism]], [[narcissism]], [[trait anger]], [[type A personality]] dimensions of achievement striving and impatience/irritability, are also related to job satisfaction.<ref>{{cite journal | last1 = Bruk-Lee | first1 = V. | last2 = Khoury | first2 = H. A. | last3 = Nixon | first3 = A. E. | last4 = Goh | first4 = A. | last5 = Spector | first5 = P. E. | year = 2009 | title = Replicating and extending past personality/job satisfaction meta-analyses | journal = Human Performance | volume = 22 | issue = 2| pages = 156–189 | doi=10.1080/08959280902743709| s2cid = 143388641 }}</ref>