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Definition of job satisfaction has been translated and
defined by various studies. There are many perspectives that has been taken in
order to defined job satisfaction as a subject matter to discuss. According to
Locke (1976), through his research, he defined that job satisfaction is a
pleasurable or positive emotional state resulting from the appraisal of one’s
job or job experience. He concluded that the aspect of affect, or feeling and
cognition, or thinking is an important element that defined job satisfaction. Other
scholars has defined job satisfaction as any combination of psychological,
physiological and environmental circumstances that cause a person truthfully to
say I am satisfied with my job (Hoppock, 1935). The scholar has defined it as in
order for workers to be satisfied with their jobs, a combination of factors
which is mental, physical and environment plays a major part in achieving job
satisfaction. According to Vroom (1964), job satisfaction is defines as
effective orientations on the part of individuals towards work roles which they
are presently occupying. The scholar’s research concludes that individuals
towards their work must be in line to achieve job satisfaction.

There are many factors that contribute towards job
satisfaction among employees. In a recent study, there are several aspects
rated as very important relates to job satisfaction which are compensation, or
salary/wages, career development, or promotion, and job-specific training (Lee et al., 2016). Job satisfaction is very important aspect relates to
the employees job performance. According to Lease (1998) in Singh (2013) researched 
about Study of Employees’ Job Satisfaction and Its Impact in Their
Performance, the more satisfied employees towards their jobs, they are more
likely to be less absent, less likely to leave, more productive, more likely to
display organizational commitment, and more likely to be satisfied with their
lives. In Malaysia, according to a research done by Jules (2017), it is proven that employees will be less likely to
execute job-hopping if the level of job satisfaction is high.

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