Which theory posits that jobs and job-holders have a reciprocal relationship affecting job satisfaction?

The Theory of Work Adjustment emphasizes the intrinsic relationship between individuals and their work environments, suggesting that job satisfaction arises from the alignment between a person's skills, needs, and values with the demands and rewards of their job. This theory posits that both the employee and the job itself influence each other: as a worker's preferences and abilities interact with job requirements and conditions, a level of satisfaction or dissatisfaction emerges.

This reciprocal relationship is central to understanding job satisfaction, as it highlights the idea that to achieve optimal work outcomes, both the individual and the job must adapt and fulfill each other's expectations. The focus on this interaction distinguishes the Theory of Work Adjustment from other theories, which may emphasize more static factors or individual states rather than the dynamic interplay between job roles and personnel.

In contrast, Social Learning Theory primarily deals with observational learning and behavior modification, while Cognitive Dissonance Theory explores the mental discomfort arising from conflicting beliefs and actions. Maslow's Hierarchy of Needs focuses on a pre-defined set of human needs arranged in a hierarchy rather than the reciprocal relationship between jobs and job-holders. Therefore, the Theory of Work Adjustment is the most appropriate framework for understanding the mutual influence on job satisfaction.