Effect of Job Satisfaction and Motivation on Employee Performance - PSYCH 484 | Organizational Behaviour
Added on 2020-03-13
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EFFECT OF JOB SATISFACTION AND MOTIVATION ON EMPLOYEE PERFORMANCEEffect of job satisfaction and motivation on employee performanceJosipa KernJ00056173Roehampton University-Online MBA
1EFFECT OF JOB SATISFACTION AND MOTIVATION ON EMPLOYEE PERFORMANCEAbstract This paper aims at finding out to what extent job satisfaction and employee motivation affectsthe performance of the employees. The paper examines employees in Switzerland tounderstand their level of satisfaction regarding their job and its effects on their performance onthe basis of factors like employee-manager communication, leadership style, employeeengagement, employee motivation, employee training and development opportunities, andrewards and remuneration policies. The study will take into consideration raw primary datacollected through surveys and interviews. The anticipated and expected outcome of the study isthat of a positive correlation between job satisfaction, employee motivation and employeeperformance.
2EFFECT OF JOB SATISFACTION AND MOTIVATION ON EMPLOYEE PERFORMANCETable of ContentsChapter 1: Introduction....................................................................................................................41.1 Background of the Study.......................................................................................................51.2 Research Problem..................................................................................................................71.3 Research Objectives...............................................................................................................71.4 Research Aim.........................................................................................................................81.5 Research Questions................................................................................................................8Chapter 2: Literature Review...........................................................................................................92.1 Introduction............................................................................................................................92.2 Theories of job satisfaction....................................................................................................92.3 Hertzberg’s Two Factor Theory............................................................................................92.4 Motivation............................................................................................................................102.5 Employee Motivation..........................................................................................................112.6 Research Gap.......................................................................................................................132.7Conceptual Framework.........................................................................................................14Chapter 3: Research Methodology................................................................................................153.1 Introduction..........................................................................................................................153.2 Research Design..................................................................................................................153.3 Research Approach..............................................................................................................153.4 Data Collection Strategy and Distribution...........................................................................16
3EFFECT OF JOB SATISFACTION AND MOTIVATION ON EMPLOYEE PERFORMANCE3.5 Data Collection Techniques.................................................................................................163.6 Research Sample..................................................................................................................163.7 Data Analysis Method.........................................................................................................173.8 Reliability and Validity of Research....................................................................................173.9 Research Advantages...........................................................................................................173.10 Research Limitations.........................................................................................................183.11 Ethics.................................................................................................................................18Reference List and Bibliography...................................................................................................19Appendix........................................................................................................................................24Questionnaire.............................................................................................................................24
4EFFECT OF JOB SATISFACTION AND MOTIVATION ON EMPLOYEE PERFORMANCEChapter 1: IntroductionMotivation is a topic that has been researched extensively. From the beginning variousresearchers have been concentrating on various motivational theories like the Herzberg’s two-factor theory, Maslow’ hierarchy of needs orthe Vroom’s expectancy theory. Thesetheorieshave focusedon the motivation in a general manner and employee motivation moredistinctively. In the past few years, several definitionsof motivations have been developed. Forexample, Lazaroiu(2015) has explained employee motivation as a performance that is inrelation to the work actions as desired. Job satisfaction can be simply explained as the psychological condition of how a person feelstowards work. A bit more complex, it summarizes the attitude and the feelings of an individualabout the numerous internal and external components towards the firm and the jobs he or herperforms in the firm. The components of job satisfaction are associated with compensation andbenefits, the nature of work and relationships with colleagues. The satisfaction of theemployees is regarded as an overall module of the human resource strategies of a firm.According to,Ristic, Selakovic and Qureshi (2017), job satisfaction means a role which ispositively associated to the extent to which the personal requirements of one are satisfied inthe job scenario. Graves, Sarkis and Zhu(2013) debates that employees are mostly satisfied andincreasingly productive when their job provides them with security from the stress associatedwith the economy, identification of their effort, grievances, opportunity to give outrecommendations and ideas, contribution in decision making, safety measures etc. Jobsatisfaction explains that pleasurable emotional condition of the feeling that leads from thework performance. Having satisfied and motivated employees starts with the recruitment of the right people andcan be fostered through practising programs to keep them occupied and committed to the firm.Porter, Riesenmy and Fields(2016) contends that organizations with increased quality of humancapital can perform in a much enhanced places and deliver more and higher sustainable returnsto the shareholders than the firms with mediocre employees. Sustainable competitive edgeneeds satisfaction of the employees for the absorption of the knowledge base for a firm. Thisknowledge is often hard and tacit to convey among employees. The firms that are globally
5EFFECT OF JOB SATISFACTION AND MOTIVATION ON EMPLOYEE PERFORMANCEcompetitive depend on their employees to make use of advantageous, exact and originalsolutions to the issues the firm may have. The employees are deemed to be the section of theintangible assets of the firm. They are a priceless commodity that become a key part of thevalue of the firm.However, though much research has been done in this context, there are some considerableresearch gaps in the area. Lazaroiu (2015) is of the opinion that most studies conducted havediscussed the topic on a generalized basis and does not attribute the research to specificaspects of employee motivation like job security, rewards and remuneration, and training anddevelopment which will be a major point of focus in the present study. Furthermore, thestudies that have been conducted have not discussed the subject on a geographical basis andtherefore, this study will be based on the Switzerland companies. Moreover, even afterextensive research on the topic, there are still many firms that experience highly de-motivatedemployees and the present paper will find ways to mitigate such problem.1.1 Background of the StudyJob satisfaction and employee motivation is known to be characterized by various factors likejob security, training and development provisions, and rewards and remuneration. Job securityis the concept that assures and employee that he or she will be provided with continuous andbeneficial employment throughout the life. Job security is provided to an employee throughmeasures like employment contract, agreement of collective bargaining, and labourlegislations, which ensures immunity from sudden and unjustified termination, lockouts andlayoffs.Lazaroiu (2015) states that such job security raises the trust of the employees on thefirm, which results in positive employee motivation. Training and development programsenable employees to learn and acquire new professional skills as well as to enhance theirexisting skills. This helps in boosting up of the employees’ self-confidence. It also induces inthem a perception that the organization is taking initiatives in developing their personal andprofessional skills, which increases their levels of job satisfaction. This shows a positive effect onemployee performance. Rewards and remuneration is the measure taken and should be takenby organizations to appreciate and recognize the contribution of the employees towards theorganization. An effective system of rewards and remuneration means providing the
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