Investigation the relationship between the effort reward imbalance and the job satisfaction

Job satisfaction that is known as an important concept in work life, has a significant role both in individual life and in work life. The employees who have work dissatisfaction, negatively impact the organizations which they work due to negative feelings and attitudes against the organizations. Absence from work, separation from job or decrease in performance can occur due to job dissatisfaction. It is considered that another factor that impacts the organizational life is effort-reward imbalance. Effort-reward imbalance causes negative personal outcomes and health problems which have negative effects on work life. Due to the negative impacts on the organizational life, two concepts are studied in this study: as job satisfaction and effort-reward imbalance. The main objective of this study is to research the relationship between the levels of job satisfaction and the levels of effort-reward imbalance. In this study, the level of effort-reward imbalance and the sub-dimensions of job satisfaction are compared. In the first section, the job satisfaction concept is described and the effects of job satisfaction are emphasized. In the second section, the effort-reward imbalance model is explained. In the third section, the researches regarding the concepts are included. In the fourth section, the results of the studies regarding the relationship between job satisfaction and effort-reward imbalance are expressed. The datas are received by quastionnaires and analyzed by "SPSS" programme. It has apperad that there is a significant relationship between job satisfaction and the levels of the effort-reward imbalance as a result of the research outcomes which is applied on three companies in different sectors. In addition to that, as a result of the analysis regarding the sub-dimensions of the job satisfaction, another significant relationship has found out between the level of the effort-reward imbalance and some other concepts such as fee, promotion, benefits, prizes, work conditions, and the nature of job. On the other hand, it has seen that there is no meaningful relationship between the level of the effort-reward imbalance and coworkers and communication in work.