By satisfying the employees, they will feel belonged and from it derives loyalty for the organization. These employees will exhibit citizenship quality to their organization and will find ways to benefit it even if it is not within their duty. Job satisfaction enhances the prior three qualities, but it also relieves burnt out. Burnout is defined as "A syndrome of emotional exhaustion and cynicism that occurs frequently among individuals who do "people work" of some kind"(Tuscano,1998). "In the last few decades burnout has increased dramatically"(Kubota, 2001), this is caused by a workaholic behaviour of constant pressure and stress. To relax the stress, organizations would encourage, compliment, and support these employees. Of the MARS model, job satisfaction produces motivation, which is a moving factor for many of the employee's work behaviours and not only relieve ill behaviour, but improve the better qualities.
Although job satisfaction improves motivation, it does not necessarily improve an employee's performance, after all, even a motivated employee is not much use without skill. Recent researchers conclude that "happy workers are more productive worker to some extent"(McShane, 2004, p118). One explanation for job satisfaction's indifference to performance is the EVLN or exit-voice-loyalty-neglect model. The model suggests that even if employees are unsatisfied, they will still continue to produce. They may be searching for other jobs while working, "because just having the ability to see that you can leave at any moment make a person feel empowered"(Anderson, 2000). They may complain while performing duties, remain loyal even though mistreated, or neglect their duty and still produce(McShane, 2004, p118). Although job satisfaction does not definitely improve performance, it does have its indirect effect. With regards to simple jobs with little control over, the employee's satisfaction matters little, but amongst the positions with many task and responsibility, the employee can choose from doing a mildly acceptable job or go beyond their duty and perform organizational citizenship, in which case the job satisfaction becomes a critical factor.
