Theory of Work Adjustment to Employee Satisfaction Measure.

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Please read the Theory of Work Adjustment to Employee Satisfaction Measure carefully. A group of University of Minnesota psychologist in the late 1950's, made a research program related to the general problem of adjustment inengenai work. This program develops a conceptual framework called the Theory of Work Adjustment (Wayne & Cascio, 1990, 277). Theory of Work Adjustment is based on the relationship between the individual and the work environment. The relationship began when people pay attention to the ability or expertise that allows it to respond to the needs of the work of a working environment. From the other side, providing a work environment such as driving or award salary, status, personal relationships, and others in relation to individual needs. If an individual meets the job requirements, the employee will be considered as satisfactory workers and allowed to continue working in a business entity. 

On the other hand, if the work needs to meet the individual needs or are considered as workers are satisfied. Needs work, workers lndividu expect to be evaluated by the supervisor as satisfactory when the ability of workers and individual skills to meet employment needs of individuals, they are expected to be satisfied workers. An employee who is satisfied and expected to perform their jobs satisfactorily. If ability and job requirements are not balanced then the resignation, the rate of turnover, dismissal and demotion can occur. Model Theory of Work Adjustment to measure 20 dimensions which describes 20 elements needs / condition specific boosters that are important in creating job satisfaction. Dimensions are described as follows:

1. Ability Utilization is the utilization of skills possessed by employees.
2. Achievement is achievement reached during the work.
3. Activity is all kinds of activities undertaken in the works.
4. Advancement is the advancement or progress achieved during the work.
5. Authority is the authority that belongs in doing the work.
6. Company Policies and Practices are conducted just for the employees.
7. Compensation is any form of compensation given to employees.
8. Co-workers are co-workers who were directly involved in the work.
9. Creativity is creativity that can be done in performing the work.
10. Independence is the independence of the employee in the work.
11. Moral values ​​are moral values ​​that employees have in their jobs such as guilt or forced.
12. Recognition is an acknowledgment of the work performed.
13. Responsibility, carried the responsibility of and owned.
14. Security, a sense of security felt by employees to the work environment.
15. Social Service employees are the social feeling of the work environment.
16. Social status is the degree of social and self-perceived effect of the work.
17. Supervision-Human Relations is the support provided by the enterprise to its workers.
18. Technical supervision, guidance and technical assistance is given to the employees supervisor.
19. Variety is the variation of the employee to do his job.
20. Working Conditions, the state of the workplace where employees do their jobs.

Basic hypothesis dart Theory of Work Adjustment is that job satisfaction is a function of the relationship between the driving system of the working environment to individual needs.