LITERATURE REVIEW: JOB DISSATISFACTION 1
Literature Review: Job Dissatisfaction
Donald Wayne Wetzel II
Liberty University
Author Note
ORCID ID: Not applicable
Donald Wetzel is an Executive Leadership student at Liberty University
I have no conflicts of interest or disclosures to note.
Correspondence concerning this article should be addressed to Donald Wetzel, 17302
Tamarack Drive, Williamsport, MD 21795. Email: DWWetzel@liberty.edu
LITERATURE REVIEW: JOB DISSATISFACTION 2
Abstract
Stress, ineffective or lack of communication, and the lack of advanced training or employee
development, amongst many other reasons, are causing job dissatisfaction in the workplace.
However, the reality is job dissatisfaction is common in today’s labor force. Job dissatisfaction
can lead to a shortage of workers in the workplace due to high turnover, lousy morale amongst
workers, and a decline in the services provided to the customer by those workers. Hence, it is
vital to understand the contributing factors to job dissatisfaction. After a review of several peer-
reviewed scholarly articles, this paper looks to discuss three common causes of job
dissatisfaction.
LITERATURE REVIEW: JOB DISSATISFACTION 3
Literature Review: Job Dissatisfaction
Introduction
There are many reasons employees experience job dissatisfaction. Factors stem from the
individual level, and others stem from the organizational level (Aloisio et al., 2021, p. 3;
Abderhalden et al., 2021, pp. 321-325). “Job satisfaction can be viewed as a measure of how
content workers are with their job” (Kim & Keane, 2021, p. 459). Job dissatisfaction is when an
employee is not content in their job. At some point or another, employees will feel dissatisfied
with their job.
High turnover, short staffing, and a decline in willingly abled-bodied employees are
among the problems companies currently face in today’s business environment. Many can work
through it with a reasonable conversation or discourse with our management. But conversely,
others cannot work through it, causing them to walk away from their place of employment. This
literature review looks to define job dissatisfaction, the factors contributing to job dissatisfaction,
and the proactive solutions companies can take to prevent job dissatisfaction.
Stress
Researchers have collected data from various demographics to find correlations between
employees and job dissatisfaction. For example, researchers Paris & Hoge (2010) “collected
demographic characteristics including gender, age, marital status, educational level, professional
title, number of years working, and health status and involved some items related to stressors.”
Although these demographics are specific to these authors’ research, many other articles
reviewed shared these common demographics and topics related to stressors on the job. The
LITERATURE REVIEW: JOB DISSATISFACTION 4
researchers’ common stressors include monthly income, work hours, work conditions, social
recognition, overwork, trust, unfairness, job involvement, work exhaustion, and interpersonal
tensions (Aloisio et al., 2021; Paris & Hoge, 2010; Janssen, 2001). In addition, empirical
evidence suggests that job satisfaction is adversely affected when work-related stress is raised
(Abderhalden et al., 2021, p. 324).
Research has shown that low net earnings, stress, overwork, and interpersonal tensions
are significant drivers of dissatisfaction in the workplace (Deery & Jago, 2015; O’Neill & Davis,
2005; Tan et al., 2020), indicating the importance of the working atmosphere, working hours, and
monetary compensation (Heimerl et al., 2020, p. 2). “Work conditions mainly refer to the
combination of objective and subjective issues related to workload, working period, workplace
environment, promotion opportunity, and work stress” [CITATION Mei22 \p 4 \l 1033 ].
Abderhalden et al. (2021) argue that disorganization creates role conflict creating confusion,
frustration, and stress leading to dissatisfaction. Exhaustion from being overloaded with work
and working long hours are all associated with and can cause stress, eventually causing job
dissatisfaction (Aloisio et al., 2021, p.13).
Employers must understand and recognize the stressors associated with job satisfaction to
help prevent job dissatisfaction. Employers must always look for ways to reduce job stress.
According to researchers Mack & Rhineberger (2022), reducing job stress and increasing job
satisfaction is known to reduce staff turnover. “Alleviating employees’ time conflicts and work
schedules can help to better balance work and life, thereby increasing the job satisfaction of
employees and making the job satisfaction higher” (Zhuang & Pan, 2022, p. 9). “Employees with
more autonomy develop a deeper sense of responsibility which contributes to their overall
satisfaction with their job” [CITATION Kat10 \l 1033 ]. High turnover rates cause companies to
LITERATURE REVIEW: JOB DISSATISFACTION 5
incur costs related to hiring, job training, and recruitment, potentially shifting money away from
areas utilized to help the company increase job satisfaction [CITATION Mac22 \p 20 \l 1033 ].
Communication
Effective communication leaves all parties involved satisfied and accomplished because
the employees leave with a clear and concise message leaving no room for confusion.
Conversely, ineffective communication leaves parties unsatisfied, confused, frustrated, and with
other negative feelings. Unsatisfaction with communication in the workplace leads to poor
employer ratings. According to Heimerl et al. (2020), “communication, in general, makes a
valuable contribution to higher job satisfaction and employer satisfaction.” Open communication
between subordinates and supervisors nurtures a culture that helps improve job satisfaction.
Organizations bought into effective communication often have a system to obtain workers’
feedback. “Regular, systematic processes where feedback is produced and visibly acted upon
could help improve an organization’s perceptions and encourage robust communication across
levels” (Kim & Keane, 2021, p. 470). Ballaro & Meade (2021) argue that leaders who support
engaging employees through effective and open communication are an effective strategy to
create job satisfaction. Another successful system combating job dissatisfaction due to lack of
communication is “developing an intranet for internal communication” (Ballaro & Meade, 2021,
p. 42). Internal communication systems provide a platform to increase employee engagement,
promote and encourage open communication, and improve company culture by allowing all
employees access to the vital information they need promptly (Ballaro & Meade, 2021, p. 42).
Employee development
A third common theme throughout the research articles is the need for training or
employee development. “Efforts should be made to provide the knowledge, tools, and resources
LITERATURE REVIEW: JOB DISSATISFACTION 6
necessary to support employees and their career goals. Organizations should institute various
courses that develop management and technical skills for workers at all levels. Such courses are
important, not only to those employees who are interested in upward mobility but also to
increase job satisfaction” (Satterlee, 2018, p. 200). In a study by Heimerl et al. (2020), “More
than three-quarters of the respondents indicated that they would like to continue their education.”
Only 61.4% of respondents indicated that “further training opportunities were offered in their
respective companies” (Heimerl et al., 2020, p.7). “Employees naturally feel happier with their
lot if career development prospects are available to them” (Emerald Publishing Limited, 2020, p.
54). Aloisio et al. (2021) found that education, training, and experience were individual factors
associated with job satisfaction. Therefore, companies focused on making employees satisfied
assists them in combatting dissatisfaction. In addition, Kim & Keane (2021) argue that if
employees feel the organization is invested in their personal and professional development, their
job dissatisfaction is minimized.
Conclusion and Recommendations
The literature defines job satisfaction well amongst the various sources. A simple google
search or survey of adults, maybe even a self-reflection of your workplace, can reveal problems
we have with our current employment or employer. “A problem is a difference or gap between an
actual and a desired state or outcome, and problem-solving is a systematic process for closing
such gaps. Problem-solving skills are increasingly needed in today’s complex world. Loren Gary,
former associate director at Harvard’s Center for Public Leadership, supports this assertion: “The
ability to identify the most critical problems and devising imaginative responses to them is
crucial to superior performance in the modern workplace, where workers at all levels of the
organization are called upon to think critically, take ownership of problems, and make real-time
LITERATURE REVIEW: JOB DISSATISFACTION 7
decisions (Kinicki, 2021, p. 21). The literature does a great job of defining the gaps or factors
related to job dissatisfaction. Factors such as stress, effective or ineffective communication, and
lack of training are common themes in the literature. The literature has similarities despite the
range of demographics in age, race, location, job field, etc. Each of the articles complements the
other’s opinions and assertions.
LITERATURE REVIEW: JOB DISSATISFACTION 8
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