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Human Relations
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A Dynamic Model of Work Satisfaction: Qualitative Approaches

Andre Bussing

Lehrstuhl fur Psychologie, Technische Universitat Munchen, Lothstr. 17, 80335 Munchen, Germany bussing{at}psychologie.wiso.tu-muenchen.de

Thomas Bissels

Department of Personnel and Organizational Sciences, University of the Federal Armed Forces at Miinchen, Neubiberg, Germany.

Vera Fuchs

Klaus-M. Perrari

Lehrstuhl fur Psychologie, Technische Universitat Munchen, Munchen, Germany.

Traditional work satisfaction research is criticized for its personalistic approach in conceptualization and measurement. Its results are doubted because of the artificially high proportions of satisfied. In order to overcome some of these shortcomings, the extended model of different forms of work satisfaction originally proposed by Bruggemann (1974) is validated. Six forms of work satisfaction (progressive, stabilized, resigned satisfaction; constructive, fixated, resigned dissatisfaction) are derived from the constellation of four constituent variables: comparison of the actual work situation and personal aspirations, global satisfaction, changes in level of aspiration, controllability at work. Results from semistructured interviews, a free Q-sort, and a questionnaire for differentiating forms of work satisfaction for 46 nurses provide support for the model. Various methods proved useful in accessing particular aspects of the underlying cognitive and evaluative processes in the formation of different forms of work satisfaction. Implications for personnel management and studies in organizational behavior (performance, intervention strategies) are discussed.

Key Words: job/work satisfaction • dynamic model • person-situation interaction • qualitative methods • nurses

Human Relations, Vol. 52, No. 8, 999-1028 (1999)
DOI: 10.1177/001872679905200802
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