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Employee Job Satisfaction and Performance
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Added on 2019-09-30
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This study examines the relationship between job satisfaction and job performance among CompanyZ’s employees. The study focuses on four dimensions of job satisfaction; pay, nature of work, promotion co-worker and supervision.
Employee Job Satisfaction and Performance
Added on 2019-09-30
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Research MethodsCourse Qualitative Assignment “Employee Job Satisfaction and Performance”Prepared by: 2013103076Submission due date: 6 April 2014Submission actual date: 6 April 2014
TABLE OF CONTENTS1.INTRODUCTION................................................................................................21.1.Background.....................................................................................................21.2.Problem Statement.........................................................................................21.3.Aim and Objectives........................................................................................31.4.Scope of the Study..........................................................................................31.5.Research Questions........................................................................................32.Literature review..................................................................................................32.1.Definition of Job Satisfaction and Performance.........................................32.2.Evolution of Job Satisfaction and Performance..........................................52.3.Significant of Job Satisfaction and Performance........................................63.Conceptual Framework........................................................................................84.Methodology..........................................................................................................85.Data Analysis and Main Findings.......................................................................95.1.Incentive and Reward System.......................................................................95.2.Pay...................................................................................................................95.3.Promotion and Career Progress.................................................................105.4.Working Environment and Nature of Work.............................................105.5.Relationship with Superiors........................................................................105.6.Performance Measurement.........................................................................115.7.Relationship with Co-worker......................................................................115.8.Reasons for Leaving the Organization/ Department................................116.Discussion............................................................................................................127.Conclusion and Recommendation.....................................................................138.References............................................................................................................159.Appendices...........................................................................................................18
2013103076ABSTRACT Purpose: The main aim of this study is to examine the relationship between jobsatisfaction and job performance among CompanyZ’s employees. The study focuseson four dimensions of job satisfaction; pay, nature of work, promotion co-worker andsupervision.Methodology: A focus group is main method used to collected empirical data. Fordata analyses and examine the relationship between job satisfaction and performancea qualitative research method is used. Finding: The outcomes of the research prove the proposed hypotheses and supportthe positive relationship between job satisfaction and performance. It also shows thatthe satisfaction level among employees is very low.Recommendation: CompanyZ is recommended to improve the discussed factors ofjob satisfaction in order to enhance the job performance. For future research, otherfactors of job satisfaction and performance to be considered.Keywords: Employee satisfaction, Job satisfaction, Employee performance, JobperformanceRES501 - Course Qualitative Assignment1
20131030761.INTRODUCTION1.1.BackgroundSeveral organizations around the globe attempt to improve their employees’satisfaction as it influences their performance and the overall performance of theorganization. They believe that the more satisfied the employees are, the higher theperformance will be and this will lead to a high retention of their employees.Satisfied employees are more likely to give out their best and work as expected orbeyond. In addition, they will keep working for the organization longer and tend toreject competitive job opportunities. Consequently, the organization will save moneyon recruiting and training new employees. Saker (2003) says that the longer theorganizations retain their employee, the less money will be spent on training the newhired employees. Brayfield & Crockett (1955) believe that job satisfaction is a major part to study whileconsidering job productivity because the social image of the organization is linkedwith its reputation. Therefore, employees who are satisfied will always give a goodreputation for the organization.1.2.Problem StatementEmployees working at Sharjah Investment and Development Authority (CompanyZ),a semi-government organization that manages development projects in Sharjah, play acrucial role and considered as one of the key resources; therefor, CompanyZ investson training and developing them to perform their duties efficiently. Unfortunately,every year a number of employees move to another organization that offers thembetter benefits, position, incentive and may be a better work environment. Lowemployees satisfaction and performance is also another issue that challenges andaffects CompanyZ’s performance and precludes the organization from achieving itsgoals. Therefore, employee’s retention is considered as a challenge and costly forCompanyZ.RES501 - Course Qualitative Assignment
20131030761.3.Aim and ObjectivesThe main purpose of this study is to investigate and analyze the relationship betweenemployee job satisfactions and performance and the influence of job satisfactiondifferent factors such as pay, promotion, work duties, supervision and co-workers onemployee performance. Another objective is to identify the main factors of jobsatisfaction that have a great impact on employee performance. Moreover, measurethe level of job satisfaction among CompanyZ’s employees.1.4.Scope of the Study This research paper will focus on studying and analyzing the effect of job satisfactionon employee performance. Both primary and secondary data have been collectedthrough focus group and telephone interview as well as previous research studies.Based on the research findings, a valid conclusion has been drawn andrecommendations are made where further studies on this subject are suggested.1.5.Research QuestionsThe primary query is to examine the relationship of job satisfaction and jobperformance. This research will also try to answer questions such as the level ofemployee satisfaction in CompanyZ and its destination and what are the tools used tomeasure their performance. Furthermore, how the factors of job satisfaction influenceemployee performance and which one is the most important factor from employee’sperspective2.Literature review 2.1.Definition of Job Satisfaction and PerformanceOdom et al. (1990) view job satisfaction as the level of positive or negative feelingsemployee have towards their job. It is generally known as a multidimensional conceptthat involves employees experience towards job elements. RES501 - Course Qualitative Assignment
2013103076(Spector 1997) says job satisfaction is not only the feeling of employees toward theirwork, but also their feelings about different facets of the job. He says that the study ofjob satisfaction has two approaches: the global approach, which is about individualoverall feeling about the job, and the second one is facet approach, which is about thevarious factors of job satisfaction. Spector (1997, p. 7) links employee job satisfactionwith the way employees think, feel and see their jobs. Fraser (1983) says that jobsatisfaction is not a unitary aspect. For instance, an employee could be satisfied withone factor like pay; however, dissatisfied with other factors such as promotion. Luthans (2005) says that job satisfaction covers three dimensions. The first one is theemotional reaction to job satisfaction, which can be inferred but not seen. The seconddimension can be identified by employee’s outcome whether meet or exceedexpectations. The third one represents many related attitudes. He states that the mostsignificant factors affecting job satisfaction are pay, promotion, nature of work, co-workers and supervision.Brief & Weiss (2002) say that employee’ affective experience are causes ofsatisfaction and suggest that organization can take advantage of reports on employee’sinfluence at work to measure the job satisfaction level. Brown & Peterson (1993)define employee satisfaction as employee’s affective experience toward factors of job,which means employee’s feelings about the job. Brayfield & Crockett (1955) define performance as the overall productivity of anorganization. They state that job satisfaction and performance are not directly linkedto each other; however, performance is a result of organization’s internal factors ofbusiness culture and job satisfaction. They explain in one of their studies thatrecruitment and dismissal patterns can be considered as factors of employee’s jobsatisfaction. To summarize, job satisfaction is the level of positive response employees have abouttheir job and overall environment at their organization such as colleague, pay,promotion and managers, which considered as evidences and can help theorganization to improve or sustain high level of job satisfaction. This means that theRES501 - Course Qualitative Assignment
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