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Well-being and Job Satisfaction in Young Professionals

Geetika Tankha

INTRODUCTION
Contemporary times are highly competitive, demanding and expensive, and as a result, organizations, management and employees are under constant pressure to achieve higher targets (Brunt, 2000). Happy employees are productive employees. What do we actually understand by the term HAPPY EMPLOYEE? Happiness it seems is a topic on which everyone has a view. Joan Collins, the Dalai Lama and over 100 others have released new titles on the subject since the beginning of 2001. Michael Argyle (1987) in his exhaustive review of available research, took a different approach in his book The Psychology of Happiness and made an attempt to answer the key questions about happiness: What is it? How do we measure it? What are its components? What determines how happy we are? In doing so he tried to mark a difference between Subjective Well-Being (SWB) and Objective Well-Being. Subjective Well-Being is a measure of happiness of how individuals felt about their life. Objective Well-Being is a measure of observable variables, such as life expectancy, that they believe are important for a good life. Thus according to him an individuals self-assessment of their quality of life, level of satisfaction with various spheres of life and belief in self along with, experiencing more of positive emotions and less negative emotions are all related to being HAPPY. Thus happiness can be studied in terms of Satisfaction with life (SWL), QOL,

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Positive and negative affect (PA and NA), Self-efficacy, Self-esteem etc. In other words being happy is an indicator of WELL-BEING and in turn wellbeing encompasses all the above variables (SWL, QOL, high PA, Self-efficacy, Self-esteem and low NA, Resilience). The studies on Subjective well-being also attempt to understand how people evaluate their lives, and include variables like life satisfaction, marital satisfaction, work satisfaction, lack of depression and anxiety, positive moods and emotions. SWB is a concept popularized by Ed Diener (1984, 1994) the aspect of happiness that can be empirically measured. His research has led him to claim that there are three major components to SWB: Positive Affect (pleasurable feelings), Negative Affect (painful feelings), and Life Satisfaction, which is composed of (1) imperfect assessment of balance of positive and negative affect in ones life, and (2) assessment of how well ones life measures up to aspirations and goals. Among other things he also stated that satisfaction with ones work life is also an important component of SWB. The other important variable of the study is job satisfaction which refers to the self-satisfaction of a person that he/she achievers in the job or in any field he/she is presently in. The most-used research definition of job satisfaction has been given by Locke (1976, 1969), who defined it as . . . a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. Inherent in Lockes definition is the significance of both affect, or feeling, and cognition, or thinking. Some researchers have gone to the extent of using the terms happiness and job satisfaction interchangeably in organizational research (Hosie et al., 2006). Thus we can clearly see the importance of the strong relationship between being happy and having high job satisfaction. Studies on the relationship between job satisfaction and life satisfaction have led researchers to speculate that there are three possible forms of the relationship between job satisfaction and life satisfaction an important variable of SWB and happiness in turn: (1) spillover, where job experiences spill over into nonwork life and vice versa; (2) segmentation, where job and life experiences are separated and have little to do with one another; and (3) compensation, where an individual seeks to compensate for a dissatisfying job by seeking fulfillment and happiness in his or her nonwork life and vice versa. Judge and Watanabe (1994) on the basis of a national sample of U.S. workers found 68% were in the spillover group, 20% in the segmentation group, and 12% in the compensation

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group. Thus, the spillover model, whereby job satisfaction spills into life satisfaction and vice versa, appears to characterize most U.S. employees. A review of the research literature indicated that job and life satisfaction are correlated (average true score correlation: .44; Tait, Padgett, and Baldwin, 1989). In fact, they have reported in their study that the relationship between job and life satisfaction is reciprocaljob satisfaction does affect life satisfaction, but life satisfaction also affects job satisfaction. In a very recent meta-analysis Bowling et al. (2010) examined the relationship between job satisfaction and SWB and found positive relationships between job satisfaction and life satisfaction, happiness, positive affect, and the absence of negative affect. In addition, an examination of longitudinal studies suggested that the causal relationship from SWB to job satisfaction was stronger than the causal relationship from job satisfaction to SWB. In our Indian scenario the absence of such research is conspicuous by it absence as much of the work has been done in the area of burnout, role conflict, role stress and other negative aspects of the work sphere and not on happiness level in the different professional groups . In todays world, the goal of any organization or nation is economic prosperity. In the era of globalization and liberalization, Indian organizations are growing and expanding at a pace never seen before. But achieving economic prosperity without overall wellbeing of individuals is a myth. Some of the variables which defines overall wellbeing of individuals are Satisfaction with life (SWL), QOL, Positive and negative affect (PA and NA), Self-efficacy, Self-esteem etc. Therefore the purpose of the present investigation was to study the relation between wellbeing and job satisfaction among young professionals from the field of law, engineering and medicine.

METHOD
Sample
The sample consisted of 150 young government professionals belonging to three separate groups (50 Doctors, 50 Engineers and 50 Lawyers) from Jaipur city. Each group consisted of 25 males and 25 female. The sample was taken from Sawai Man Singh Hospital Rajasthan High Court, and Rajasthan Agriculture Department. All were in the age group of 2748 years with a mean age of 35.50 years and had minimum of 5 years of work experience.

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Tools
Following set of standardized psychological tests were administered to the sample: 1. Quality of Life Scale (Kammann, R., Christie, D.A., Irwin, R.M., and Dixon, G., 1979). This quality of life scale is a two item 7 point scale, giving three scores, one each of the two items general satisfaction level and general happiness level and a total quality of life score. On this scale higher the scores, better is the quality of life. For the present study only the total quality of life score is considered. 2. Satisfaction with Life Scale (Diener, Emmons, Larsen and Griffin, 1985). This well-being scale is used world over and was developed by Ed Diener and his colleagues. It is a well-known scale consisting of 5 items which need to be rated on a 7 point rating scale. The higher the score the more satisfied are the individuals. 3. Positive Affect Negative Affect Schedule (Watson, D., Clark, L. A., and Tellegan, A., 1988b). The Positive and Negative Affect Schedule (PANAS) is a 20-item self-report measure of positive and negative affect developed by Watson, Clark, and Tellegen (1988b). NA is characterized by subjective distress and unpleasurable engagement, and low NA by the absence of these feelings. By contrast, PA represents the extent to which an individual experiences pleasurable engagement with the environment. The PANAS is claimed to provide independent measures of PA and NA and consists of 10 adjectives each of positive and negative emotions which have to be rated on a 4 point rating scale with higher score indicating high amount of positive or negative affect. The scales are shown to be highly internally consistent, largely uncorrelated, and stable at appropriate levels over a 2 month time period. 4. Self-efficacy Scale (Scholz,U., Dona, B.G., Sud, Shonali., and Schwarzer, R., 2002). This scale was originally developed by Matthias Jerusalem and Ralf Schwarzer in 1981 in German and published by Schwarzer, R., and Jerusalem, M. in 1995. The one used here is the Hindi version adapted by Shonali Sud. The 10 item scale was created to assess a general sense of perceived self-efficacy with the aim in mind to predict coping with daily hassles as well as adaptation while experiencing all kinds of stressful life events. The scale is designed for the general adult population, including adolescents. The scale is usually Self-administered and requires 4 minutes on average to complete. The higher the score the better the self-efficacy.

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The measure has been used internationally with success for two decades for a broad range of applications. It has been found to have high reliability and validity. It can be taken to predict adaptation after changes, but it is also suitable as an indicator of quality of life at any point. 5. Rosenberg Self-esteem Scale (Rosenberg, M., 1965). Professor Rosenberg developed the Rosenberg Self-Esteem Scale in 1965 is an attempt to achieve a uni-dimensional measure of global self-esteem. Rosenberg (1965) scored his 10 item scale that was presented with four response choices, ranging from Strongly agree to strongly disagree. The scores on the scale range from 1040, with 40 indicating the highest score possible. The higher the score the higher the self-esteem in this study. 6. Brief Resilient Coping Scale-(Sinclair, V.G, and Wallston KA, 2004). The Brief Resilient Coping Scale (BRCS), a 4-item measure designed to capture tendencies to cope with stress in a highly adaptive manner. The BRCS has adequate internal consistency and test-retest reliability. Convergent validity of the scale is demonstrated by predictable correlations with measures of personal coping resources (e.g., optimism, helplessness, selfefficacy), pain coping behaviors, and psychological well-being. 7. Job Satisfaction Survey (Spector, P.E., 1985). The Job Satisfaction Survey, JSS is a 36 item scale to assess employee attitudes about the job and aspects of the job. Each of the nine facets is assessed with four items, and a total score is computed from all items. A summated rating scale format is used, with six choices per item ranging from strongly disagree to strongly agree. Although the JSS was originally developed for use in human service organizations, it is applicable to all organizations both private and public sector. In the present study only total score has been taken for consideration.

Procedure
All the participants were individually given the battery of tests and obtained data was put to statistical analysis using descriptive statistics of mean, standard deviation and multiple correlations.

RESULTS AND DISCUSSION

The findings of this study reveal that both well-being and job satisfaction in these young professionals has a linearly significant relationship. Table 1 given

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below displays the means and standard deviations for all the three groups on different measures of well-being as well as on job satisfaction.
Table 1: Means and Standard Deviations for Three Groups of Young Professionals on Measures of Well-being and Job Satisfaction Professional Group Variables QOL SWLS Positive Affect Negative Affect Self-efficacy Self-esteem Resilience Job Satisfaction Doctors N= 50 Means 10.74 27.24 34.78 29.58 30.40 30.58 15.72 162.46 SD 2.35 5.02 6.46 7.40 3.30 4.12 3.14 2.09 Engineers N= 50 Means 11.00 28.64 36.66 31.70 30.94 30.96 15.50 165.70 SD 2.29 4.80 5.13 6.55 3.43 3.53 2.92 2.36 Lawyers N= 50 Means 11.28 27.62 36.88 25.34 30.78 31.42 15.90 165.20 SD 2.10 4.30 6.71 5.81 2.44 3.10 2.59 2.04

It is evident that the three groups of young professionals have scored above average on different measures of subjective well-being/well-being as well as on job satisfaction. SWB was assessed using the measures of Satisfaction with life, Positive Affect, Negative Affect, along with additional variables of Quality of Life , Self-esteem, self-efficacy, and resilience. SWB indicates how people feel and think about their lives in relation to the surrounding environment. As has been stated by Sell and Nagpal (1992) that all indicators of psychological wellbeing have objective and subjective components. The objective components relate to concerns that are generally known by the term standard of living. However, individual satisfaction or happiness with objective reality depends not only on the access to goods and services that are available to the community, but also on his expectations and perceived reality. It is the subjective component which links the concept of life to subjective well-being. People experience subjective well-being (SWB) when they feel many pleasant and few unpleasant emotions, when they are engaged in interesting activities, when they experience many pleasures and few pains and when they are satisfied with their lives (Sahoo and Mohpatra, 2009). The means of the three groups on PA in Table 1 also show high positive affect (PA) as compared to negative affect (NA) which indicates that they are

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satisfied with their lives. Further glance at the table shows that doctors have lowest mean scores on PA and highest on NA when compared to other two groups of professionals engineers and lawyers respectively (PA-34.78,36.66, 36.88; Negative Affect 29.58, 31.70, 25.34). Wong (2008) has also stated that it is well-known that being a doctor is stressful as studies have shown a higher level of stress amongst doctors when compared to the general population. Similarly, Firth (2003) also noted that the proportion of doctors showing above threshold levels of stress is around 28%, in cross-sectional and longitudinal studies, compared to around 18% in the general working population. There is also evidence to show an increased rate of psychological morbidity, for example, depression, anxiety and substance abuse amongst doctors. The mean scores on job satisfaction do illustrate that doctors have scored lowest as compared to engineers and lawyers though the difference is not substantial. Thus an overview of the mean scores and standard deviations in Table 1 indicate that all the professionals have good psychological health. The similarity in levels can be attributed to all being in government jobs and therefore having similar work culture and sense of security of job which keep them high on PWB. Similar results were found in a study by the same author where a comparison was done in amount of role stress experienced by government and private hospital nurses. Tankha, G. (2006) reported in her study that nurses from private hospitals showed significantly higher level of stress levels than the government nurses on eight out of the ten dimensions of organisational role stress.
Table 2: Relationship among Variables of Well-Being and Job Satisfaction Variable QOL SWLS BRCS+ PA NA JSS Self -esteem QOL 1.00 0.30** 1.00 1.00 1 0.10* 0.15* 0.15* 1 0.09 1 1 0.50** 1 0.09 0.12 0.10 0.24** 0.22** 0.05 0.08 0.17* 0.16* 0.19* SWLS BRCS PA NA JSS Self esteem Self-efficacy

0.26** 0.20** 0.23** 0.29** 0.48**

0.25** 0.24** 0.21 0.21** 0.02 0.24**

Self-efficacy 0.21**

*p<.05; **p<.01; + Resilience.

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Table 2 elucidates the relationship between variables of well-being and job satisfaction among the sample of 150 professionals. Almost all the measures of subjective well-being except resilience have shown a significantly positive relationship with job satisfaction. It is clearly evident from table 2 that the positive affect (.15), quality of life (.29) and satisfaction with life (.48) have a significant and linear correlation with job satisfaction. All the above variables are indicators of subjective well-being or well-being. Wright and Bonett (2007) in their study also reported similar results. They examined the relationships among psychological well-being, job satisfaction, and employee job performance with employee turnover in a sample of 112 managers employed at a large organization on the West Coast of the United States, and controlling for employee age, gender, ethnicity, and job performance, well-being and job satisfaction were found to predict turnover in a non-additive manner. Well-being was found to moderate the relation between job satisfaction and job separation, such that job satisfaction was most strongly (and negatively) related to turnover when well-being was low. Thus when well-being is low it results in low job satisfaction and in turn high turnover. Zhai, Smyth et al. (2009), in their study examined the relationship between positive affectivity, negative affectivity, job satisfaction, and life satisfaction in a sample of 558 urban employees. They also used similar scales to assess Positive and negative affectivity (Watsons PANAS scale), and job satisfaction (Spectors JSS scale). Their findings showed that affectivity is a source of both job satisfaction and life satisfaction. Job satisfaction is positively related to life satisfaction, supporting the spill over theory. Job satisfaction partly mediates the relationship between affectivity and life satisfaction. Evidence from a variety of other research studies also further substantiates the findings of this study that happy people(high on well-being measures) are more satisfied with their jobs (e.g., Connolly and Viswesvaran, 2000; Tait, Padgett, and Baldwin, 1989; Weiss, Nicholas, and Daus, 1999). In recent years, a growing number of researchers have focused on positive indicators of Subjective Well-Being (SWB), including job satisfaction being one of the major factors leading to better well-being in people (Judge, Thorensen, Bono and Patton, 2001). As reported earlier also Hosie et al. (2006) have stated that there is evidence of using the job satisfaction and happiness interchangeably. Matos, Neushotz, Griffin, and Fitzpatrick, (2010) in their study done on nurses examined the relationship between resilience and job satisfaction. The long

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range goal was to understand the dimensions of job satisfaction in this inpatient environment in order to implement nurse retention programmes specifically targeted toward teaching nurses skills in developing resilience. The nurses (n = 32) reported a high level of resilience and high job satisfaction. The results in Table 2 also show a positive correlation between resilience (BRCS) and job satisfaction (.12) in this sample of professionals. The Table 2 clearly shows that job satisfaction has shown a significant and linear correlation with satisfaction with life (0.48) and quality of life is (0.289) which clearly indicates that when the job satisfaction level is high both the quality of life and satisfaction with life are high. Cimete, Gencalp and Keskin (2003) have also demonstrated a positive correlation between job satisfaction and QOL. The significantly positive correlation between job satisfaction and positive affect of 0.154 (Table 2) for this sample indicates that the individuals who are satisfied with their work life have significantly higher positive affect. Thus happy people/employees are more efficient as well as experience more positive emotions. Connolly and Viswesvaran, (2000) in their meta-analysis of studies examining correlations between affectivity and job satisfaction measures, found correlations between (1) job satisfaction and positive affectivity, (2) job satisfaction and negative affectivity, and (3) job satisfaction and affective disposition, were separately analyzed. The mean correlations corrected for coefficient alpha in the two measures correlated were: 0.49 for positive affectivity, 0.33 for negative affectivity and 0.36 for affective disposition. Results indicated that 1025% of variance in job satisfaction could be due to individual differences in affectivity. The vast majority of this affect-oriented research has concerned the link between trait affectivity and job satisfaction. Weiss, Nicholas, and Daus (1999) used experience-sampling methodology, in which managers mood levels were sampled four times a day to investigate the relationship of affective experiences to job satisfaction. They found that both the mood at work and job cognitions contribute to job satisfaction. Ilies and Judge (2002), in their study found that mood and job satisfaction were related both within and across individuals and further found that within-individual variance comprised 36% of the total variance in job satisfaction. Thus PA and job satisfaction are reciprocal in their relationship. The relationship between job satisfaction and self-esteem has been pondered for decades by many different professionals. In a capitalistic environment,

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learning the relationship that exits between job satisfaction and self-esteem is for the ultimate purpose of improving worker productivity. However, from a human interest prospective, the importance of the relationship is to learn whether happiness with ones job is related to ones self-confidence and the research is almost unanimous that, regardless of job status, theres a strong job satisfaction/self-esteem relationship. The results of this study also show a significant linear correlation between job satisfaction and self-esteem (r = 0.209, P < 0.5), indicating that when the job satisfaction is high, automatically self-esteem level increases. Thus high self-esteem is an indicator of a successful professional as his/her high reputation, helps him to achieve his goals. Alavi and Askaripur, (2003) study also showed that there is a significant meaningful relationship between self-esteem and job satisfaction of personnel. Also, it was found that personnel with high self-esteem have more satisfaction in their jobs than personnel with low self-esteem. Based on the results of this research, Alavi and Askaripur (2003) suggested that managers and employers should employ people with high self-esteem so that their job satisfaction might be increased after employment. On the contrary, they stated that a decrease in job satisfaction may be due to a decrease in self-esteem, and thus, organizations should increase their employees self-esteem, which, in turn, will increase their job satisfaction. According to them one of the best methods for increasing selfesteem in personnel is to increase their job satisfaction in all of its dimensions. Lastly the correlation of job satisfaction with self-efficacy and resilience was found to be 0.240 (p<0.1) and 0.12 respectively. This also is in line with the other findings as individuals having belief in them and having the ability to bounce back from adversity are bound to be high on job satisfaction as they know how to handle the adverse situations and job pressures successfully. As Bakker and Oerlemans (in press) have rightly stated in a chapter written by them in the forthcoming book entitled Handbook of Positive Organizational Scholarship (to be published by Oxford University Press in September 2011) that positive indicators of SWB include work engagement, happiness at work, and job satisfaction. Negative indicators include workaholism and burnout.

CONCLUSION
Thus we can conclude that studies of this kind are required as we need to know what makes happy employees who can further make happy organizations. It should be the priority of every organization to create environments where

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positivity and enriching environment is promoted in order to enhance the wellbeing of people working there. Materialistic pleasures dont last long and so the people who work should work for intrinsic happiness and well-being which would last a lifetime. More of positive stimulations rather than negative competition should be the reason for employees to be working for any organization. There is little doubt of evidence for a causal influence of psychological health or well-being on job satisfaction and performance in any kind of organization.

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