Impact of Workplace Factors on Job Satisfaction

This assignment investigates the relationship between various workplace factors and employee job satisfaction. It examines the impact of training programs, reward systems, career development opportunities, benefits, performance recognition, technological training, organizational culture, and the overall work environment on employee motivation and job satisfaction. The analysis considers both quantitative and qualitative data to understand how these factors contribute to a positive or negative work experience.

Running head: RESEARCH PROPOSAL
RESEARCH PROPOSAL
Name of the student
Name of the University
Author Note

1RESEARCH PROPOSAL
Executive summary
The purpose of this report is to analyze the employee satisfaction score and how job satisfaction
contributes to this factor. The main criterion for this is to build a research proposal for analyzing
the process. The proposal also outlines the factors that contribute to employee satisfaction level.
The motivation, conflict, involvedness, performance, partnership, attitude, moral of the
employees are dependent on the satisfaction factor. The proposal also outlines the approach,
design and data collection and sampling method.

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Table of Contents
Introduction......................................................................................................................................3
Literature review..............................................................................................................................3
Research Aims and objectives.........................................................................................................5
Aims.................................................................................................................................................5
Objectives........................................................................................................................................5
Project Scope...................................................................................................................................6
Research questions...........................................................................................................................6
Research methodology.....................................................................................................................6
Reliability and validity of research..................................................................................................7
Research approach...........................................................................................................................7
Research design...............................................................................................................................7
Data collection process....................................................................................................................8
Sampling method and sample size...................................................................................................8
Research limitations.........................................................................................................................8
Time Schedule.................................................................................................................................9
Conclusion.......................................................................................................................................9
Reference.......................................................................................................................................10
Appendix........................................................................................................................................12

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Introduction
The following report contains the research proposal for gauging the job satisfaction of the
employees of Sydney based companies. The job satisfaction of the employee is the psychological
self satisfaction of the employees while working in an organization due to various organizational
and psychological factors. The project objective and research outlines the project scope and
designs that help as contributing factors to employee motivation. The essential factor that
contributes to the employee motivation and all the secondary factors will be analyzed in this
study (Johnson et al. 2012). The research objective is to check the factors that contribute to this
element in the study. The research focuses on the various factors that affect the job satisfaction
among the employees of the various organizations in Sydney.
Literature review
Job satisfaction of an employee is a variable that cannot be determined easily in an
organization. The motivation, conflict, involvement, performance, partnership, attitude, moral of
the employees are dependent on the job satisfaction. The relations of productivity, retention as
well as attrition rate of the employees are correlated in an organization. The main concern of the
research is to include different aspects affecting the satisfaction of an employee. For different
employees, the satisfaction comes from different influencing factors. Still, there is a common
domain of factors that influence the job satisfaction in an employee. The employees are
considered as an internal customer. Therefore, the working community must help with
alleviation of job satisfaction in an organization. The workforce motivation theories have
different view of employee motivation and factors that contribute to job satisfaction.
Maslow’s hierarchy theory suggests, there are different stages of need in an individual.
These five stages of need are physiological needs, safety, belonging, esteem, and self-

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actualization. These stages of need, which an individual feels currently, affect the satisfaction
level (Terera and Ngirande 2014). The main criteria for a company to consider are to check the
employees’ needs and its fulfillment according to organizational structure. While supporting the
employee relations, engagement and retention plan, these factors should be considered.
Herzberg’s motivator hygiene theory consists of the hygiene factors (Terera and Ngirande 2014).
It is slightly complicated to understand if the hygiene factors are included, it may contribute to
satisfaction. On the other hand, the non-existence of the other factors may lead to dissatisfaction
in an employee. Overall, the dissatisfaction of an employee must be eliminated to motivate the
employees. The research also highlights the contributing factors of job satisfaction of the
company.
The age factor intervenes with the work motivation and the distribution of
responsibilities can be used in an effective manner (Markovits et al. 2014). The higher skill
needs of the company of an organization can be served as a value to the people. In case of
Australian service organizations, the organization and the employee should agree on common
terms for the attainment of job satisfaction. The organizations must reveal the organizational
culture and the organizational goals to be achieved for the employee to identify with the
organization. The most important concern regarding the employee satisfactions also lies in the
salary factor, appreciation, good relationship with the superiors, proper work life balance,
learning and development programs as well as job security of the individuals (Bhave and Glomb
2016). People who gets less pay and have higher experience may be dissatisfied with the
organization. A better work culture can contribute to influence the job satisfaction in a company
(Pan 2015). In lieu of the facilities given to the employee the organization expects them to fulfill
the organizational goals according to their expertise and experience (Markovits et al. 2014).

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Therefore, reflecting a proper culture in the company is essential as well as the biggest concern
of the company. It has been revealed that the company offering a better pay can have a good job
satisfaction among the employees. A better work culture can help in the improvement of the
employee’s coordination in the organization, thus helping in achievement of organizational
goals. Aligning the workforce demography of the elder people can contribute to loyalty to the
organization. The ability of the employee to identify with the environment and the goals of the
organization improves the job satisfaction among them. The efficiency also should be given
emphasis to provide best quality of work. The work hours and the timings of the job also affect
the productivity of the employee. The complication of the work assigned to the employees and
the relative pay also affects the job satisfaction among the employees (Bhave and Glomb 2016).
Research Aims and objectives
Aims
The main aim of this research is to gauge satisfaction level of the employees from
different field in Sydney based companies and draw conclusion from the research that what are
the factors that contributes to the factor.
Objectives
The objectives of this study are:
 To evaluate the satisfaction level of the employees working in different areas of expertise
in Sydney based companies
 To identify the factors that influence the satisfaction scores of different organizations
 To find out the co-relation between the job role and job satisfaction in different
organizations.

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Project Scope
The project scope lies in the satisfaction level of the workers. Presently the organizations
face high attrition levels in the different job roles. This contributes to the brand building
strategies of the company. The workplace must analyze different factors that may contribute to
growth of production. The future prospects of the employee in the organization can stimulate the
satisfaction level. Thus, the different factors affecting the employees and organizational behavior
and the work environment affects the job satisfaction among the employees.
Research questions
Primary question:
What are the factors that influence the employee motivation and job satisfaction as well as
productivity in different fields of the Sydney based companies?
Research methodology
In the business research proposals, there can be two ways of doing the research, namely,
Qualitative and Quantitative. Based on the dimensions the qualitative way of research can be
selected in this research. A number of organizational environment and the individual preference
factors are to be considered to achieve the outcome in this research (Cameron 2012). This
research is mostly based on the organizational structure and the resultant job satisfaction of the
employees. In this research the result will be used to gain the insights of the problem of the lack
of job satisfaction among the employees. This research provides insights to the different issues of
the organizational structure and its effect on the job satisfaction.

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Reliability and validity of research
The reliability and validity of research must be maintained to achieve proper outcomes.
The validity lies in the collection process and the time period in which the research is done. The
reliability and the validity of the research depend on the analysis of the different factors that
affect the job satisfaction of the employees in organizations. It takes into account the factors such
as the data collection methods the validity and reliability of the source of the data.
Research approach
The primary method of data collection is used which uses surveys and questionnaires to
assess the various parameters related to the topic (Brannen 2012). Among the inductive and
deductive way of research, deductive way of research is selected to conduct this research. In this
deductive research, the research will be conducted based on the feedback from the employees.
After careful observations, data evaluation and analysis the result will be drawn. On the other
hand, the inductive way of research is qualitative in nature and data is collected and analyzed
reflecting on the models that needs to be selected before the research is conducted (Cameron
2012). Theory selection and the constructed hypothesis is a major part of deductive way of
research.
Research design
The research design focuses on the presentation of the overall research, which can be
exploratory, explanatory and descriptive. Here the research design is based upon the descriptive
approach of research. The design also includes focus on the data collection from employees in
different organizations in Sydney. The questionnaires will be prepared and the score of the
responses will be assessed on a Likert scale to to quantify the responses from employees of
different organizations (Brannen 2012).

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Data collection process
As discussed previously the main way of doing the research selected for this particular
study is to collecting data primarily (Jouini et al. 2014). The topic highlighted in here is the job
satisfaction level of the selected employees in Sydney. To measure the satisfaction level, the
motivational factor, work appreciation and others will be used. Exclusive online survey as well
as Interview process will be used to gauge the satisfaction level of the employees. The selected
individuals will be questioned and people with experience more than 2 years in an organization
will be selected. The structured questionnaires will also be close ended to reflect their
satisfaction outcome for the employees.
Sampling method and sample size
The sampling method selected for this study is purposive sampling method. This
sampling method is one used where the sample pool is selective. In this research the researcher
takes a sample of 100 participants from various organizations based on pre determined criterion
like job role and pay-scale. The independent sampling method will be used in this process (Jouini
et al. 2014).
Research limitations
The Research limitation takes into account the different constraints faced by the
individuals while conducting a research. The different limitations that can be faced in this
research are:
 The time and the budget constraints faced by the researcher.
 Lack of reliable research work and survey from open sources.
 Credibility issues of the feedback from the participants.

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Time Schedule
Conclusion
Therefore, it can be concluded that job satisfaction of the employees is a really important
part of the organization to build a proper identity in the industry. The main criteria that can be
used are age of employee, motivational need and other factors highlighted above. As per the
objectives, the research is given a direction and the constraints are eliminated in the process. The
research process, design, approach in the company are outlined for the final research. Data
collection process as well as the sampling method based on the strategy is highlighted.

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Reference
Bernard, H. R., 2013 Research Methods in Anthropology: Qualitative and Quantitative
Approaches. 5th ed. Plymouth: Alta Mira Press.
Bhave, D.P. and Glomb, T.M., 2016. The role of occupational emotional labor requirements on
the surface acting–job satisfaction relationship. Journal of Management, 42(3), pp.722-741.
Brannen, J., 2012 Prologue, mixed methods for novice researchers: reflections and themes,
International Journal of Multiple Research Approaches, 3(1), pp. 8-12.
Cameron, R., 2012 'A sequential mixed model research design: design, analytical and display
issues', International Journal of Multiple Research Approaches, 3(2), pp. 140-152.
Johnson, R. B., Onwuegbuzie, A. J. and Turner, L. A., 2012 Toward a definition of mixed
methods research, Journal of Mixed Methods Research, 1(2), pp. 112-33
Jouini, M., Rabai, L.B.A. and Aissa, A.B., 2014. Classification of security threats in information
systems. Procedia Computer Science, 32, pp.489-496
Lancaster, G., 2012. Research Methods in Management, 4th ed. Oxford: Elsevier.
Markovits, Y., Boer, D. and van Dick, R., 2014. Economic crisis and the employee: The effects
of economic crisis on employee job satisfaction, commitment, and self-regulation. European
Management Journal, 32(3), pp.413-422.
Pan, F.C., 2015. Practical application of importance-performance analysis in determining critical
job satisfaction factors of a tourist hotel. Tourism Management, 46, pp.84-91.
Terera, S.R. and Ngirande, H., 2014. The impact of rewards on job satisfaction and employee
retention. Mediterranean Journal of Social Sciences, 5(1), p.481.

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Yeh, Y.P., 2014. Exploring the impacts of employee advocacy on job satisfaction and
organizational commitment: Case of Taiwanese airlines. Journal of Air Transport
Management, 36, pp.94-100
Jain, R. and Kaur, S., 2014. Impact of work environment on job satisfaction. International
Journal of Scientific and Research Publications, 4(1), pp.1-8.

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Appendix
Survey questionnaire
1. Please specify how long you have been working in Sydney based company(s)
a) Less than 1 year
b) 1-3 years
c) 3-5 years
d) 6-10 years
e) More than 11 years
2. Do you feel training programs help to increase employee motivation and job satisfaction?
a) Strongly agree
b) Agree
c) Somewhat agree
d) Disagree
3. Do you think that the reward programs can enhance employee job satisfaction and motivation?
a) Strongly agree
b) Agree
c) Somewhat agree
d) Disagree
4. Do you feel scope of career development influences motivation and job satisfaction
positively?
a) Strongly Agree

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b) Agree
c) Somewhat agree
d) Disagree
5. Have you felt that the benefits and incentive schemes help in increasing the motivation
towards the job?
a) Strongly agree
b) Agree
c) Somewhat agree
d) Disagree
6. Do you agree that performance recognition can help to achieve motivation and job
satisfaction?
a) Strongly agree
b) Agree
c) Somewhat agree
d) Disagree
7. Do you agree that your organization provides training on the latest technologies?
a) Strongly agree
b) Agree
c) Somewhat agree
d) Disagree
8. Do you feel that a good and healthy work environment and organizational culture influences
the motivation and job satisfaction of the employees positively?

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a) Strongly agree
b) Agree
c) Somewhat agree
d) Disagree
9. Do you agree that motivation and job satisfaction influences the productivity of the employees
positively?
a) Strongly agree
b) Agree
c) Somewhat agree
d) Disagree