Gaziosmanpaşa Üniversitesi

Published 2017-12-19

How to Cite

BEKTAŞ, Çetin. (2017). EXPLANATION OF INTRINSIC AND EXTRINSIC JOB SATISFACTION VIA MIRROR MODEL. Business & Management Studies: An International Journal, 5(3), 627–639. https://doi.org/10.15295/bmij.v5i3.118


One of the most important issues focused by managers is to ensure effectiveness and efficiency of human resources in organizations. How can effectiveness and efficiency be achieved in an organization? Answer of this question relies heavily on job satisfaction of personnel. Job satisfaction refers to the general attitude developed by the individual towards her/his job. For this reason, job satisfaction cannot be seen but felt. This feeling depends also on working environment and environmental conditions. As an abstract concept, job satisfaction consists of many components. However, more simply, factors ensuring job satisfaction are basically divided into two groups; namely, intrinsic and extrinsic job satisfaction factors. Intrinsic factors refer to the attitude of the individual towards her/his job while the extrinsic factors refer to the factors related to the working environment. When combined, these two factor groups ensure individual to get job satisfaction. These two fundamental factor groups reflect both physiological and psychological state of the individual.  Job satisfaction is associated with not only financial gains but also the socio-psychological gains brought by the job. In addition, colleagues and superiors of the personnel play an important role in personnel satisfaction. Achievement of job satisfaction will be reflected to the organization as positive outputs. In the light of the literature review, effects/reflections of intrinsic and extrinsic job satisfaction on/to the organization are explained via mirror model. As is known, mirror reflects any image directly back to it. As shown in the model, intrinsic and extrinsic motivation factors have positive effects on the organization. In other words, these factors have positive reflections on the organization. These positive outputs and reflections generally emerge as a sense of organizational citizenship, high motivation and increase in organizational learning and job satisfaction. 


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