Impact of Job Satisfaction on Employee Performance in Shell Oman Marketing

Running head: DISSERTATION
Dissertation
Title of the Research: Impact of job satisfaction on the performance of the employees in
Shell Oman marketing
Student’s name:
Name of the university:
Author’s note:

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Acknowledgement
I want to be grateful to all the people who have helped me in every possible means to conduct
the research study. They not only assisted me to realize my potential and strength, but also to
execute it in the best way to complete my research. I also want to express my gratitude towards
my mentor for his relentless supervising and great guidance, as it assisted me to finish the study
in time. The total support and guidance provided by my mentor has not only assisted me with my
research but that would also help me in throughout my life in developing my personality. I would
also like to express my pleasure for all the survey participants in Shell Oman who spent their
priceless time to participate in the survey on the research topic. Lastly, I want to express thanks
to my family and friends, who provided me with continuous encouragement to carry out my
study.

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Abstract
Employee job satisfaction and employee performance are two interrelated concept. These are
two most critical factors that affect the business performance of an organization. This study
explores the factors affecting job satisfaction and work performance of the employees of Shell
Oman, in order to evaluate the impact of job satisfaction on the work performance of the
employees. To conduct the study, the researcher adopted quantitative research method and
primary data was collected through a survey. 80 employees of Shell Oman were selected through
simple random sampling. After the data collection, the responses were converted into numeric
values and reliability test, descriptive statistics and regression analysis were performed. Based on
the outcomes, few recommendations were provided to address the issues in the company, so that
the job satisfaction of the employees as well as work performance can be improved.

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Table of Contents
CHAPTER 1: INTRODUCTION....................................................................................................6
1.1 Background of the study........................................................................................................6
1.2 Research Rationale................................................................................................................7
1.3 Aim of the research................................................................................................................8
1.4 Objectives of the research......................................................................................................8
1.5 Organisation of the study.......................................................................................................8
CHAPTER 2: LITERATURE REVIEW.......................................................................................10
2.1 Introduction..........................................................................................................................10
2.2 Concept of job satisfaction..................................................................................................10
2.3 Factors of job satisfaction....................................................................................................11
2.4 Aspects of job satisfaction...................................................................................................12
2.5 Job satisfaction indicator.....................................................................................................15
2.6 Theories of job satisfaction..................................................................................................17
2.7 Concept of employee performance......................................................................................20
2.8 Factors influencing employee performance.........................................................................21
2.9 Performance evaluation criteria...........................................................................................22
2.10 Relationship between job satisfaction and job performance.............................................24
2.11 Summary............................................................................................................................25

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2.12 Hypotheses of the research................................................................................................26
2.13 Variables of the research...................................................................................................26
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................27
3.1 Types of research.....................................................................................................................27
3.2 Data collection techniques...................................................................................................28
3.3 Sampling..............................................................................................................................28
3.4 Tools of analysis..................................................................................................................29
3.5 Limitations of the study.......................................................................................................29
CHAPTER 4: DATA ANALYSIS, FINDINGS AND INTERPRETATIONS.............................31
4.1 Introduction..........................................................................................................................31
4.2 Discussion............................................................................................................................31
4.2.1 Demographic data.........................................................................................................31
4.2.2 Non demographic data..................................................................................................34
4.3 Reliability statistics..............................................................................................................55
4.4 Regression analysis..............................................................................................................55
CHAPTER 5: CONCLUSION AND RECOMMENDATIONS...................................................58
5.1 Linking to objectives...........................................................................................................58
5.1.1 Linking to the first objective.........................................................................................58
5.1.2 Linking to the second objective....................................................................................59
5.2 Recommendations................................................................................................................59

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5.3 Future scope of study...........................................................................................................61
Bibliography..................................................................................................................................62
Appendices....................................................................................................................................71

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CHAPTER 1: INTRODUCTION
1.1 Background of the study
Job satisfaction is the sense of accomplishment or the feeling of contentment in the
workplace, which the employees gain from their job. Job satisfaction is the result of appraisal,
which causes the employees to conquer the job values. As stated by Jacobs et al. (2016), job
satisfaction is the reason behind the employees staying in the organisation for a long time. There
are individual factors, social factors, organisational factors and cultural factors of the job
satisfaction. Job satisfaction is important for employers as it results in lower employee turnover,
increased customer satisfaction, higher productivity in the workplace, lower employee
absenteeism and higher revenue. According to Judge et al. (2017), the success of an organisation
is tied to the job performance of the employees and the HR managers of the organisation need to
hire the employees with a right set of qualifications and skills. To get higher and improved
performance from the employees, the management of the organisations must implement
employee benefit and developmental programs. Employee performance comes from intrinsic
motivation and extrinsic benefit factors. The organisations evaluate the performance of the
employees in the workplace based on specific criteria or standards. Employee performance leads
to better customer service and thus better business.
Background of Shell Oman
Shell Oman is one of the major oil and petrochemical companies in Oman. It was
founded in 1958. Shell is working towards achieving the objective of sustainable energy future.
Hence, Shell has been taking actions to produce and supply low carbon energy and energies from
other renewable sources. By utilizing its strengths in technology, finance and accounting, project

7DISSERTATION
management, and innovations, Shell incorporates its core values of honesty, integrity, and
respect for people to deliver the most advanced technological solutions in the energy sector. It
mission statement says that Shell Oman aims to enhance their profitability through the
innovative strategies while ensuring their cost-effectiveness (Shelloman.com.om 2018).
1.2 Research Rationale
Employees must be satisfied in their workplace and with their jobs to deliver productivity
and the employee productivity in turn comes from job satisfaction. Similarly, satisfaction of the
employees comes from motivation which may be generated from the extrinsic elements or
intrinsic elements or from both. The organisational perspective of conducting the research is to
explore the real world situation where the different dimensions of job satisfaction provide
employee performance (Lawler and Porter 2017). This research is designed to provide solutions
to Shell Oman Marketing as the organisation has been facing the issue of employee performance.
Shell Oman Marketing combines creative and collaborative work environment and global
operations with various types of benefits to the employees. However, the management has not
been getting enough employee engagement and employee performance in Shell Oman. The
employee turnover of the organisation has increased in recent times. In the year 2016, the gross
profit of Shell Oman Marketing was OR39,385 and it reduced to OR37,875 in 2017
(Shelloman.com.om 2018). As stated by Karabay et al. (2018), it is clear that organisation is
committed to give excellent and quality services to the customers and there is a need for
recognising the job satisfaction to bring out the best employee performance. Employee
performance is necessary to accomplish the objectives of the organisation. This research will
investigate the different dimensions of job satisfaction that affect the employee performance, in