Many theories focus on the relationship between salary and happiness. However, in the present scenario, salary & benefits aren't the sole reason to take a job or achieve job satisfaction. Though we always look for financial improvement, however, it isn't the primary aspect that determines the satisfaction of employees at workplace well-being. It is evident that the most enthusiastic employees who receive recognition from their employers feel more content and fulfilled than other workers. The satisfaction of employees creates a positive image, which can result in higher performance and also an increased desire to perform well. The Best EAP Provider India, strives to provide happiness and boost productivity.

Job Satisfaction

With the help of leadership and team dynamics, the business faces an immense task of integrating its employees, and getting the most out of every single one of them. Leaders build strength and aid employees to adjust and achieve fulfillment in their jobs, making employees feel satisfied and happy. Based on research in psychology, it is reflected that job satisfaction is the attitude of a person toward their overall job responsibilities and work. It is influenced by a variety of psychosocial aspects. There is also a range of terms that could be termed as job satisfaction, especially with reference to the level of motivation and positive emotional state of employees towards work.

There are some who see satisfaction and dissatisfaction as a distinct and contradictory phenomenon. It is crucial to recognize factors such as hygiene, the environmental culture, and management style as well as workplace safety, empowerment, autonomy, working of groups, and employee engagement, that affect employee job satisfaction.

Model of Job Dissatisfaction       

Satisfaction in itself is a subjective term that is connected to work. For that reason, it's normal to observe unhappy and satisfied employees working within the same organization, department, or room. When discussing satisfaction with colleagues it is essential to understand the EVLN (Exit, Voice Loyalty, and Neglect) model of job dissatisfaction.

EXIT

Exit is the act of leaving the job or thinking to exit from work circumstances that seem dissatisfactory, such as searching for another job or leaving the company, or moving to a different department or job. Employee over-turn is a definite result of discontent with the job and is particularly true for employees who have more job opportunities elsewhere. Evidence suggests that departure is linked to specific "shock incidents," such as a conflict, significant breach of expectations, or increased work burden. These events cause something that is more than discontent; they trigger an intense feeling that prompts employees to look for alternatives to work.EAP programs also help in addressing issues by exit counselling.

VOICE

Voice is the attempt to improve and not escape from an unhappy situation. The voice may be a constructive response like recommending methods for management to rectify conditions, and it could be more aggressive for instance, by making formal grievances. On the other hand, certain employees may engage in unproductive actions to draw attention and prompt changes in the workplace. Engaging in constructive and active efforts to improve working conditions, which includes proposing improvements, discussing issues with supervisors, and a few types of union activities. The implementation of the EAP program and workplace counselling by the Best Psychologist in India helps in addressing this issue.

LOYALTY

Loyalty has been described in various ways and the most common opinion suggests the notion that "loyalists" refer to employees that deal with discontent by laying low and "suffer with silence" to allow the issue to resolve itself or be addressed by other people. They are patiently waiting for things to improve and even speaking out for the company when confronted with external criticism, and trusting in the management and the company in order to "do things right".

NEGLECT

Neglect can mean a reduction in work effort as well as focusing less on the quality of work, and increasing absence and tardiness. It is usually regarded as an inactive activity with negative implications for the business. Allowing situations to get worse, can cause the situation, such as chronic absenteeism or tardiness, less effort, and an increase in error rates. This is usually viewed as an isolated act that can have negative implications for the business.

Our performance variables—productivity, absenteeism, and turnover—include exit and neglect behaviors.  However, this model extends the employee responses to include loyalty-constructive and voice behavior that allows people to be able to endure uncomfortable situations and to re-establish good working conditions. It aids us in understanding situations like those that can be found in unionized workers, who suffer from low satisfaction with work associated with low employee turnover. Union members typically express their discontent through grievance procedures or through formal negations of contracts. These voice mechanisms enable union members to keep their work while convincing themselves that they're doing something to improve the conditions.

Effect of Job Dissatisfaction on Mental Health

Many of us want an enjoyable, fulfilling job, but the reality isn't always up to our expectations. Research has shown that the work you hold during your 20s and 30s can influence your overall mental health from the 40s and beyond. The people who had the lowest job satisfaction reported significantly more insomnia, depression, and anxiety and scored lower on measures of mental health.

Generally speaking, the EVLN concept is generally a crucial framework that was designed to define the responses of employees to all forms of dissatisfaction with their job. It predicts and expects that most employees will react differently to job dissatisfaction based on their personality and situation and will generally respond with demotivation, complacency fighting, and flight.

The framework is essential because it assists managers in identifying the signs that employees aren't happy with their job. This assists them in addressing the issues that are not obvious and the stressors. Based on research findings and personal experiences at work it is recommended that managers take note of the behaviors that can be indicators of discontent with their jobs and ensure that communication lines are open so that employee dissatisfaction problems can be resolved in a constructive manner. If necessary, managers can help employees seek advice from the Employee Assistance Program and get Online Counselling from Top Psychologist in India as well as other professionals in mental health.

Contributed By- Dr (Prof) R K Suri, Best Clinical Psychologist & Life Coach & Mr. Utkarsh Yadav, Psychologist