Assessing Relationships between Power-Job Satisfaction and Employee Performance

This research study aims to explore the factors affecting job satisfaction and employee performance in an organization. It discusses the significance of motivation for employee satisfaction and the theory related to job performance. The study also proposes strategies to enhance employee job satisfaction and mitigate difficulties in the organizational structure.

ASSESSING THE RELATIONSHIPS BETWEEN POWER-JOB
SATISFACTION AND EMPLOYEE PERFORMANCE ON THE
JOB
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Table of contents
1.0 Introduction................................................................................................................................2
2.0 Problem Statement.....................................................................................................................2
3.0 Aims and objectives...................................................................................................................3
4.0 Justification and potential output of the research......................................................................3
4.1 Job Performance........................................................................................................................3
4.2 Factors considered for job performance....................................................................................4
4.3 Concept and significance of motivation for employee satisfaction...........................................5
4.4 Factors affecting Employee motivation.....................................................................................6
4.5 Theory Related to Job Performance..........................................................................................7
5.0 Hypothesis development............................................................................................................9
6.0 Methodology............................................................................................................................10
6.1 Research Design......................................................................................................................10
6.2 Proposed data collection and analysis techniques...................................................................10
6.3 Organisation of the study.........................................................................................................11
6.4 Data Analysis and findings......................................................................................................12
7. References..................................................................................................................................16
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1.0 Introduction
Job satisfaction and employee performance in an organization is interrelated. Job satisfaction can
be described as a psychological state of an individual working in an organisational environment.
It is strongly related to one’s feelings and commitment toward the job that the person is doing. It
also relies on certain intrinsic and extrinsic elements which revolve around a quality of job
delivered by an employee. To achieve organisational goals and objectives job satisfaction and
employee satisfaction goes hand in hand in recent times. Employees in an organisation can only
be satisfied if they are satisfied with their job and other organisational deliverables. This research
study strongly aims of the vivid factors of job satisfaction and employee satisfaction. There are a
few elements that affect employee satisfaction, likely the benefits of the job, pay of the job, work
environment, relationship with the supervisors or manager and the other employees. Employee
satisfaction strongly banks on the organisational deliverables as well which can be plans of
incentive, security plan of the employees, active interpersonal communication and favourable
atmosphere of the environment where the employees are working and positive approach towards
Human Resource Management (HRM).
2.0 Problem Statement
This research study is based on the job performance of an employee in an organisation and the
satisfaction of employees which is later followed by the performance of the job. Employee
satisfaction is also related to the environment an employee is working in and the relation
between the boss and the employees (Abbas 2014). There are a few elements that affect
employee satisfaction, likely the benefits of the job, pay of the job, work environment,
relationship with the supervisors or manager and the other employees. This research study
widely talks about the structure of the organisation that is directly related to employee
satisfaction.
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3.0 Aims and objectives
Research Aims:
● To enhance strategies and organisational structure to garner employee job satisfaction
● To furnish resolutions and mitigating difficulties of organisation structure that affects
employee satisfaction.
● To find out issues within an organisation that can affect job satisfaction of an employee.
Objectives of the Research:
● To find out the factors affecting job satisfaction
● To find out the factors affecting employee performance
● To find out the relationship between job satisfaction and employee performance
● To find out the event that satisfies an employee on a larger scale in an organisation.
4.0 Justification and potential output of the research
4.1 Job Performance
Job Performance connotes how well a employee functions in an association. The great execution
prompts the development of the association and awful execution prompts the poor improvement
of the association. In any case, execution isn't same as the result. The execution of the employee
is the way they have comprehended their activity, and are satisfying them. but rather how they
have learnt the aptitude of their activity is the thing that issues here. According to Atmojo
(2015), the execution additionally relies upon the inside elements, similar to their eagerness, their
readiness to carry out the activity, their demeanours and conduct. Be that as it may, other outside
powers, likewise work here, similar to the work culture, the colleagues, and the supervision of
the seniors. The workplace, if is loaded with grimy legislative issues, it occupies the
consideration of the representative. These influence the dedicated employee, which influences
them to lose their productivity, corrupting their activity execution. The representatives when
don't get the due kudos for their diligent work, they get debilitated, and it influences them to lose
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enthusiasm for their work. According to the perspective of Cullen et al. (2014), this hence
influences their working procedure, which does not draw out the best from them. The supervisor
when discovers that the profitability of the representatives are diminishing, they in this way
present different preparing programs, motivational procedures to energize the employees, and
help them carry out their activity productively. Employment execution is the consequence of the
diligent work one is putting in their regular occupation. The representative if isn't putting forth a
valiant effort; it influences their activity execution adversely. It doesn't give them a chance to
enhance their work, which thus does not give the association a chance to develop. According to
Bhave (2016), if the representative is working hard, giving their best to their assigned
occupations, it is making a decent effect at work execution of the employee. The general job
performance does not just suggest the development and position of the representative in the
association; however it likewise encourages the business to develop.
4.2 Factors considered for job performance
The general population in the higher position in the lodging business when discovering that the
representatives are putting their earnest attempts to their designated occupations, or are
inadequate with regards to some required aptitudes; they at that point present different preparing
abilities and motivational projects. According to Bowling et al. (2015), this at that point urges
the representatives to work harder and all the more proficiently, addressing the necessities of the
hierarchical objectives. Be that as it may, before executing these projects, the explanations for
their poor occupation execution must be distinguished. There are numerous variables that
influence the activity execution and they are as per the following-
Abilities and information: Sometimes it may happen that the representatives don't have the
required aptitude or learning that is required for the said work. They, along these lines, think that
it is hard to carry out their activity legitimately, and it sets aside a considerable measure of
opportunity to comprehend the genuine activity. Their wastefulness does not give them a chance
to exceed expectations in the working environment, and this, subsequently, influences the whole
association.
Elucidation of the activity part: Many representatives are not exactly mindful of their activity
parts; they are not ready to comprehend their parts and obligations towards their activity, either
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because of their absence of aptitudes and information or because of their lack of engagement in
the activity. They at that point don't get the motivation to work further.
Work atmosphere: The work culture is imperative for the representatives since when a positive
and amicable condition is made in the workplace, it facilitates the employee giving them
certainty and eagerness to work harder. While, as remarked by Breevaart et al. (2016), a negative
mood, where the representatives are occupied with legislative issues, condemning and
controlling others, there the consideration and enthusiasm to work get overflows out.
States of mind of the employee: The execution of the activity relies upon the readiness of the
representative to work. The employees, in the event that they are not keen on learning and
developing, their execution will never make strides.
Apparatuses and assets: Incentives, rewards, acknowledgments affect the execution of the
representatives, as the different instruments and assets persuade them to work harder. This goes
about as vitality promoters that inspire them, to work harder.
4.3 Concept and significance of motivation for employee satisfaction
Employee motivation, as the term recommends is the procedure or process by which a
representative can be persuaded by the seniors. In any case, the motivation can be given through
rousing and empowering words, or it can be given through motivators, rewards for their hard
works. As indicated by Dugguh & Dennis (2014), some of the time, leaves, refreshments
likewise make a decent effect on the viability of crafted by the representatives. They turn out to
be more dedicated to their works, conveying accomplishment to the association, even at the
season of contracting.
In each association, one next to the other with clients, the fulfilment and joy of the
representatives remain the key factor in conveying development to the association. As indicated
by Fabi, Lacoursière & Raymond (2015), the representatives if are not treated well by the chiefs,
the representatives won't not want to work. This can lead them to leave the activity. The effective
employees accordingly are empowered by money related impetuses or different prizes.
Additionally, the wasteful, untalented representatives are likewise propelled through
empowering words, preparing projects, et cetera. Annoying them can make a terrible effect on
the psyche, working style of the employee. This can likewise prompt the awful name and
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notoriety of the association, or the supervisor. Notwithstanding, according to Fu & Deshpande
(2014), the administrators are additionally very much aware of the reality, that no two
individuals will be roused by the same motivational systems. That is the reason, the driving
components that propel every one of the representatives are discovered by the administrators.
Some may get roused by rewards, acknowledgment, similar to 'representative of the month' or
motivators, and some may favour more opportunity to go through with their family and
companions. The supervisors, for the last sort of individuals, actualize programs that give
adequate time to go through with the relatives, incorporate different leaves et cetera. Here and
there, an agreeable and loose condition in the work environment is additionally attractive.
According to the perspective of Huang et al. (2016), the representatives when, are recognized for
their right and fair work, it as a human instinct, influences them to rest easy. Thus, for their
blunders, the directors redress them and help them to do their work all the more successfully.
Their criticisms and protests in regards to the workplace or the conduct of the seniors likewise
assist the directors with finding out the purposes for the de motivation of the representatives.
4.4 Factors affecting Employee motivation
Different elements influence motivation bringing about the compelling work of the
representatives.
Strengthening: The HR are best used through strengthening; the capacity to take one's choices.
The workers when to feel that they are essential to the association, and their suppositions,
perspectives are fundamental for the choices makings; they are then been enabled. As contended
by Khamisa et al. (2015), on the off chance that they are overlooked, or their suppositions are not
given significance, it can demoralize them. Enabled representatives, can put their earnest
attempts to the work, giving best and imaginative thoughts. They feel more dedicated towards
their work, with an awareness of other expectations.
Cooperation: The whole association is seen as a group, in this manner when one representative
falls flat at work, the whole association comes up short, to give the aggregate exertion of the
achievement. In a group of representatives, when few of the workers are languid, include in
governmental issues, or are occupied with tormenting the persevering ones, it influences the
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whole group contrarily. In any case, when one part works with commitment, it rouses alternate
representatives too.
Ceaseless preparing: According to Korschun (2014), each worker isn't very much prepared and
educated in their individual fields. Rather than demoralizing them, they are furnished with
spurring words, and different preparing programs. This will enhance them, and will likewise
assemble information that isn't known to them.
Prizes and acknowledgment programs: Employees work for their money related pick up this is
one of the main impetus that keep the representatives perform. In this manner, when they are
acquainted with prizes, acknowledgments, or some other non-financial materials, they are urged
to work all the more, proficiently.
4.5 Theory Related to Job Performance
Campbell’s theory of job performance
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Figure 1: Campbell’s theory of job performance
(Source: Pan 2015)
Campbell alongside some different scientists spread a hypothesis to gauge the execution of the
workers. The conduct and the activity of the representatives that are estimated meets the
hierarchical objectives. These exhibitions are multidimensional and these measurements
incorporate the accompanying activities.
Decisive information: according to LePine et al. (2016), the information workers should have
with respect to their occupations and the activity parts. For example the certainties, standards,
objectives of the distributed activity, of the association etc
Procedural learning: One applies the characteristic abilities while doing their occupations, similar
to the psychomotor aptitude, physical abilities, and the aptitudes to deal with their employments.
Their abilities to collaborate with the colleagues are additionally included here. These two sorts
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of information rely upon the capacity, identity, encounter, training of the workers, and that is the
reason these change from individual to individual.
Inspiration: These are simply the activities took after by the enthusiasm to work, and giving
endeavours appropriately. The representatives if does not perform well, it will influence their
execution.
5.0 Hypothesis development
H1: Positive Hypothesis
In a given organisation job performance of an employee can be motivated through various
strategies that are adopted by organisations to empower employees to give them all the benefits
they deserve. In this way any organisation can retain employees for years to keep the
organisation up and running. Organisations can bring in many reforms in the organisational
structure like a dedicated payroll team to look after the payments of the employees, security
measures, health benefit in the organisation and interpersonal skills. These strategies will keep
the employees motivated which in turn will enhance employee satisfaction.
H0: Negative Hypothesis
If in an organisation employees are not motivated or there is no proper organisational structure it
can hamper job performance which can have a dull employee satisfaction. Without a dedicated
payroll team can hamper the pay scale structure of an organisation which in turn can affect the
employees of the organisation. Security measures, if absent in an organisation can hamper the
employee satisfaction. Health benefit plans if not introduced can hamper job performance on a
large scale. Lastly, if poor interpersonal skills are absent in an organisation, the relationship
between an employee and the boss can degrade with time and it gets harder to retain employees
in the organisation.
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6.0 Methodology
Methodology in an examination is essential as there is an essential prerequisite to talk about
manners by which the accompanying exploration is held. It has been gained that specific
hierarchical appraisal is positive with look into plans, methodologies and techniques that
includes better unmistakable determination of high quality dessert creation. The accompanying
exploration approach and proposition is permitting to execute the whole research with pertinent
wellsprings of information.
6.1 Research Design
Descriptive: The unmistakable plan discovers the responses to the issues identifying with what,
when, where, who and how of the exploration. Be that as it may, according to Lazaroiu (2015),
this outline does not reply to the why the issue occurred. It answers the status of the marvel.
Exploratory: This outline is utilized around then when no other or exceptionally inquire about
has occurred previously. As indicated by Lee ,Back and Chan (2015), the exploratory research,
in this manner, investigates for the future examination or research work. The researcher has
utilized the clear outline here, which has experienced a point by point examination. The
examination of the worker inspiration was required to discover the general execution of the
representatives. The informative outline was disposed of as the time had come expanding,
through the exploratory plan would not have helped much the specialist. That is the reason, in the
given constrained time, distinct outline comprehended the wonder in an efficient way.
6.2 Proposed data collection and analysis techniques
There are diverse systems and apparatuses for the gathering of information. For example the
quantitative and the subjective strategies are connected in the exploration relying upon its
inclination. As pointed out by LePine et al. (2016), the subjective information accumulation
includes an individual meeting top to bottom, watching the human conduct, it winds up both time
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and cash devouring. That is the reason the quantitative information accumulation process have
been picked, that includes an individual meeting, either through phone, mail, web or through
reviews utilizing polls. The review utilizing surveys have been utilized as a part of this case,
discovers various types of information that even builds the nature of information.
6.3 Organisation of the study
Figure 2: Organisation of the study
(Source: Self created)
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6.4 Data Analysis and findings
In this research work, the specialist has set certain inquiries identified with the point of research.
These answers by the example measure was taken have accumulated the fluctuated data with
respect to the activity execution affected by inspiration. Likewise, the conclusions have been
made in regards to the theme.
Q1) How far do you agree that motivation improves the job performance?
Options Response percentage Number of
respondents
Total respondents
Strongly agree 30% 15 50
Agree 36% 18 50
Neutral 10% 5 50
Disagree 10% 5 50
Strongly disagree 14% 7 50
Table 4.1: Impact of motivation on job performance
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Figure 4.1: Impact of motivation on job performance
Q2) How far are you satisfied with employee motivation strategy implemented in your
organisation?
Options Response
percentage
Number of
respondents
Total respondents
Strongly satisfied 10% 5 50
Satisfied 18% 9 50
Moderately satisfied 8% 4 50
Dissatisfied 24% 12 50
Strongly dissatisfied 40% 20 50
Table 4.2: Employee motivation strategy satisfaction
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Figure 4.2: Employee motivation strategy satisfaction
Q3) What are the factors that affect work performance?
Options Response
percentage
Number of
respondents
Total respondents
Poor skills and
knowledge
20% 10 50
Job role not clear to
the employees
16% 8 50
Work ambience 20% 10 50
Attitude of the
supervisors
22% 11 50
Lack of motivation 22% 11 50
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Table 4.3: Factors that affect work performance
Figure 4.3: Factors that affect work performance
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