Theories of job satisfaction — common mistakes

When evaluating discrepancy theory, you can argue that it is a more holistic view than simple facet theories because it accounts for individual differences in values. This makes it better at explaining why two people in the same job might have very different levels of satisfaction.

No, this is a key point of difference. In facet and discrepancy theories, satisfaction with pay is a crucial component of overall job satisfaction. However, in Herzberg's Two-Factor Theory, pay (salary) is classified as a 'hygiene factor'. This means that while inadequate pay can cause dissatisfaction, a high salary will not, by itself, create long-term job satisfaction. True satisfaction, for Herzberg, comes from intrinsic 'motivators' like achievement and recognition.

While closely related, they are distinct concepts. Job satisfaction is an affective state—an employee's feeling or emotional response to their job. Motivation is the psychological process that directs, energises, and sustains goal-oriented behaviour. A satisfied employee is often more motivated, and achieving goals can lead to satisfaction, but it is possible to be satisfied with your job's conditions (e.g., easy commute, good pay) without being highly motivated to perform, especially according to Herzberg's theory.

According to facet theories, yes. An employee could be highly satisfied with their colleagues and the nature of their work (facets leading to satisfaction) but deeply dissatisfied with their pay and lack of promotion opportunities (facets leading to dissatisfaction). Herzberg's theory also supports this, suggesting an employee can have all their hygiene needs met (so they are 'not dissatisfied') but lack motivators (so they are also 'not satisfied'). They exist in a neutral state.