Many companies overlook the importance and role of job satisfaction for workers, in the extent of organizational success and achieving positive results in the short and medium term, as reality indicates that job satisfaction is undoubtedly one of the most important factors that depend a lot on the volume and quality of production and the level of outputs. And the success I mean is not only in obtaining profits, but it may be in minimizing a loss, or canceling one of the unimportant items in the budget, and other doors of waste.

In the late 1970s, the scientist Peter Wurr launched the world's first measure of job satisfaction, after he conducted a quantitative and qualitative study on a sample of 590 workers in a factory, and concluded that job satisfaction can only be achieved by focusing on two basic aspects, one of which is material, and includes eight sub-points, including satisfaction with the wage paid. The second scale he called moral or internal job satisfaction, which includes 7 sub-points, and measures the psychological and moral aspects of the employee, the extent of his integration with colleagues and his reactions to the tasks assigned to him.

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The scale in its final form consists of 15 points, each measuring a specific dimension of job satisfaction, and the answers for each paragraph range from complete satisfaction to dissatisfaction, and the form can be answered in a period not exceeding 5 minutes, because at first we advise the sample members to mark the first answer that comes to mind after reading the question, as thinking deeply about the questions will lead to wrong or inaccurate answers.

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After collecting the samples from the respondents, the data is statistically analyzed and the arithmetic mean and standard deviation for each of the items covered by the survey are extracted, and then the results are compared with the usual ratios, if they are high, this is an indication that the organization is in a state of job satisfaction While if they hover around 50%, the organization's officials must approve some applied programs to raise the percentage of satisfaction among workers and integrate them into the work environment, while on the material side, the standard for structuring material remuneration, incentives and rewards must be reconsidered

Reconsidering the standard for structuring material remuneration, incentives and rewards