Forms of Job Satisfaction. A Test of the Assumptions of Bruggemann’s Model Regarding the Role of Actual-Standard Comparison, Regulation of Aspiration Level, and Problem-Solving Attempts (Finally)

Abstract

Bruggemann's (1974) job-satisfaction model holds that job-related needs and expectations as well as problem-solving attempts are central factors in the development of different forms of job (dis)satisfaction (fixated dissatisfaction, constructive dissatisfaction, resigned satisfaction, stabilized satisfaction, progressive satisfaction). We tested the model's assumptions in a study with N = 611 participants. We found differences between the forms of job satisfaction (assessed via the self-classification method) largely consistent with the hypotheses regarding the extent of satisfaction compared to the extent of frustration of the basic psychological needs of autonomy, competence, and relatedness posited in self-determination theory (Ryan & Deci, 2000). Furthermore, we also found model-consistent differences between forms of job (dis)satisfaction regarding the types to deal with problems at work of the EVLN approach (Hagedoorn et al., 1999).