In today's fast-paced work environment, job satisfaction has become a critical aspect for both employees and employers. One of the primary factors contributing to job satisfaction is the sense of doing meaningful work. This blog post explores the importance of meaningful work and how it impacts job satisfaction, supported by various research studies.
What is Meaningful Work?
Meaningful work refers to the perception that one's work is purposeful, significant, and aligned with one's personal values and beliefs [1]. It is the subjective experience of the existential significance or purpose of life [2]. People actively seek meaning and purpose in their lives, including at work, to enrich and fulfill their sense of self [2].
The Impact of Meaningful Work on Job Satisfaction
Research has consistently shown that meaningful work is positively associated with job satisfaction. Employees who perceive their work as meaningful are more likely to be engaged, motivated, and satisfied with their jobs [3] [4] [5].
In a study conducted by Allan et al. (2019), it was found that meaningful work was positively associated with job satisfaction and negatively associated with turnover intentions [3]. Similarly, a study by Steger et al. (2012) found that meaningful work was positively related to job satisfaction and life satisfaction [4].
Moreover, a study by Both-Nwabuwe et al. (2017) found that meaningful work was positively related to job satisfaction and negatively related to turnover intentions, indicating that employees who find their work meaningful are more likely to stay with their organizations [5].
The Future Orientation of Meaningful Work
Meaningful work is not just about the present; it also has a future orientation. Employees who see their work as contributing to their future career goals and personal growth are more likely to find their work meaningful [6]. This future orientation of meaningful work can enhance employees' job satisfaction and commitment to their organizations.
Conclusion
Meaningful work plays a crucial role in job satisfaction. Employers should strive to create work environments where employees can find meaning and purpose in their work. This can lead to higher job satisfaction, increased employee engagement, and lower turnover rates, ultimately benefiting both the employees and the organization.
References
Allan, B. A., Autin, K. L., & Duffy, R. D. (2019). Self-determination theory and meaningful work: Exploring socioeconomic constraints. Frontiers in Psychology, 10, 789. doi:10.3389/fpsyg.2019.00796
Fletcher, L., & Robinson, D. (2016). What’s the point? The importance of meaningful work. IES Perspectives on HR 2016. Retrieved from https://www.employment-studies.co.uk/system/files/resources/files/mp118.pdf
Steger, M. F., Dik, B. J., & Duffy, R. D. (2012). Measuring meaningful work: The work and meaning inventory (WAMI). Journal of Career Assessment, 20(3), 322-337. doi:10.1177/1069072711436160
Both-Nwabuwe, J. M. C., Dijkstra, M. T. M., & Beersma, B. (2017). Sweeping the floor or putting a man on the moon: How to define and measure meaningful work. Frontiers in Psychology, 8, 1658. doi:10.3389/fpsyg.2017.01658
Martela, F., & Pessi, A. B. (2018). Significant work is about self-realization and broader purpose: Defining the key dimensions of meaningful work. Frontiers in Psychology, 9, 363. doi:10.3389/fpsyg.2018.00363
Yeoman, R. (2014). Conceptualising meaningful work as a fundamental human need. Journal of Business Ethics, 125(2), 235-251. doi:10.1007/s10551-013-1894-9