Research Plan: Job Satisfaction at Bucks New University

This research plan investigates the relationship between employee job satisfaction and job performance, specifically within the context of Bucks New University in the UK. The report begins with an introduction outlining the background, rationale, research problems, and aims, emphasizing the importance of employee satisfaction for organizational sustainability and student learning. The literature review explores factors affecting job satisfaction, including personal and organizational elements, and examines the impact of the working environment and the relationship between job satisfaction and organizational performance. The methodology section details the research design, philosophy, approach, sampling strategy, data collection methods, and data analysis techniques. It also addresses validity, reliability, ethical considerations, and a timeline for the research. The research aims to examine the dimensions of job satisfaction, evaluate employee motivation theories, establish the relationship between satisfaction and performance, and recommend policy changes to improve workplace performance. The plan highlights the significance of employee motivation and satisfaction in enhancing the quality of education and organizational effectiveness, providing valuable insights for the university management.

Running head: RESEARCH PLAN
Research Plan
Name of the Student
Name of the University
Author Note

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Table of Contents
Chapter 1: Introduction....................................................................................................................2
Introduction..................................................................................................................................2
Background and Rationale of the Research.................................................................................2
Research Problems.......................................................................................................................4
Research Aim and Objective........................................................................................................5
Chapter 2: Literature Review...........................................................................................................6
Introduction..................................................................................................................................6
Factors affecting job satisfaction.................................................................................................6
Personal factors affecting job satisfaction...................................................................................7
Impact of Working Environment on Job Satisfaction..................................................................8
Relationship between job satisfaction and organizational performance......................................9
Gaps of the Literature................................................................................................................12
Chapter 3: Methodology................................................................................................................13
Introduction................................................................................................................................13
Research Design.........................................................................................................................13
Research philosophy..................................................................................................................14
Research Approach....................................................................................................................15
Sampling Strategy......................................................................................................................15

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Data Collection..........................................................................................................................16
Data Analysis.............................................................................................................................17
Validity and reliability...............................................................................................................17
Ethical issues..............................................................................................................................18
Timeline.....................................................................................................................................18
Reference.......................................................................................................................................20
Appendix........................................................................................................................................24

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Chapter 1: Introduction
Introduction
It is evident about the fact that the performance rate of an employee in the workplace is
dependent upon their rate of satisfaction. The study to evaluate the relationship between
employee performance and employee satisfaction is one of the essential that is needed to
maintain sustainability within the organization. In the given context, the current report will aim
to provide a research plan for exploring the relationship between the satisfaction rates of
employees and its effect on the performance rate. The research plan is made in accordance with
the employees of the Bucks New University in UK.
Background and Rationale of the Research
Cullen et al. (2014), have stated that it is essential for all business organizations to
maintain high level of job satisfaction rate that is achieved by the application of various
motivational theories. This is essential in the context that it can help to deal with the issues
related poor level of employee performance rates. Shooshtarian et al. (2013), have stated that it is
essential for all business organizations to maintain high level of job satisfaction rate that is
achieved by the application of various motivational theories. This is essential in the context that
it can help to deal with the issues related poor level of employee performance rates. The
Performance rate of the university workers is of essential importance due to the fact that the
learning ability of the students is interdependent on their capability. The workforce of a
university consists of all teaching and non-teaching staff that is being recruited by the
management. Job satisfaction is believed to be one of the major criteria for better level of
productivity for university professors and other non-teaching staffs. The level of job satisfaction

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is dependent upon an individual's positive and emotional reaction towards a particular job. There
are various parameters that define the level of job satisfaction within an employee. The pay
package, opportunities, personal development and relationship with the supervisors are few of
the important elements that have direct effects on the performance rate.
It is evident from the research work of Menguc et al. (2016) that the management of
different types of organizations requires variety in the motivational theories that are being
applied in the workplace that is necessary to improve upon the overall organizational
performance. It is essential for every company in this context to carry out investigation work in
order to highlight up on the areas that are affecting employee motivation at workplace
performance. This can be achieved with the help of effective research work related to employee
motivation. As all the organizations in the current day are deploying special measures to improve
upon the workplace performance, it is essential in the context that the management is able to
understand the requirements of the every employee.
In case of the University like the Bucks New University in UK, it is important to deal
with the Challenges that are encountered by the professor and student while interacting between
themselves and continuing the process of teaching. With the help of Investigation work in the
respective domain, it is possible to evaluate solutions that can better the education level within
the institute. The research work in the respective domain will help to collect significant
information from the students and University working staff, which will help to highlight upon
the areas of workplace issues.
With the help of the result of this research work, it is possible to deal with the matters
related to ways that can help to improve upon the quality of education services provided on the
university. It is also possible for the management to understand the changes in the workplace that

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are encountered in most of the places. Being one of the reputed education institutes in the nation,
it is essential for the Buckinghamshire New University to implement effective teaching strategies
in order to ensure best quality of education are being provided the students. With more number
of students, taking admission in each year, it is essential for the institute to improve upon their
workplace performance and teaching ability. There are different types of workers that are needed
within the workplace of the education institutes. Hence, it is essential for the management, to
highlight up on the issues that are encountered by each of the departments within the university.
With the help of the result of this research work, it is possible to implement change within the
workplace policy, which is essential to maintain high level of workplace motivation.
Research Problems
As all sectors of organizations are aiming to improve upon their workplace performance
in order to maximize profit, it is important for them to provide proper training to the employees
that will help them to improve upon their productivity skills. However, with the new skills and
demand that are encountered by the organizations, it may not be possible for many workers to
provide with the full working capability. This poor level of working performance is mainly due
to the fact that there is low motivation level among employees, which causes poor satisfactory
rate.
The problem statement for the current research work is related to the relationship
between employee’s job satisfaction and their level of performance in education institutes.

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Research Aim and Objective
The aim of the research work is to assess the Relationship between employee’s job
satisfaction and their effect on the job performance, in context of New Bucks University of UK.
Following are the objectives of this current research:
 To examine the various dimensions of job satisfaction within New Bucks University.
 To evaluate the impact of employee motivation theories that can help to improve upon
the rate of employee motivation.
 To establish relationship between job satisfaction and job performance of employees and
ex-employees of New Bucks University.
 To recommend new work policies and changes that can be implemented by the
University management that can help to improve upon the workplace performance.

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Chapter 2: Literature Review
Introduction
The Aim of this chapter is to highlight upon the existing literature that are related to
employee motivation and improving the capability of organizational workforce. Proper peer-
reviewed journal articles are critically analyze in order to evaluate the existing literatures. The
literature review is based upon the secondary research work, which will help to conduct primary
data collection process for this research work.
Factors affecting job satisfaction
Employee job satisfaction has been a major area of research in the Human Resource
Department of all the major organizations. The job satisfaction is one of the key elements that
are needed to measure the overall organizational performance and workplace reputation. The
research work of Gayathiri et al. (2013), have highlighted few of the important steps that are
necessary to deal with the employee satisfaction rate. In general job satisfaction can be defined
as a positive feeling that I encountered by an employee while performing better within the
workplace. Job satisfaction can also be obtained, when an employee is successfully able to
execute the entire tasks that have been a part of their work place activity. Suwati et al. (2016),
have defined Employee satisfaction as the outcome of pleasure and happiness that are obtained
by a worker by accomplishing their respective task in the workplace. Job satisfaction consists of
a set of favorable and unfavorable feelings of a particular employee that they obtained after
fulfilling their task in workplace.
The Organizational factors are an important component of job satisfaction which includes the
salary package and incentive that are offered by a company. Abbas et al. (2014), believed about

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the fact that the salary is the primary motivational factors for employees that help them to
improve upon their performance and capability in workplace. Besides monetary benefits, it is
organizations to offer non-monetary benefit in the form of the reward system, which is essential
in the context of providing workplace motivation.
Braun et al. (2013), have mentioned about the factor related to promotional chances,
which can help a worker to set up long term future plans with an organization. Regular
promotion in the workplace is one of the ultimate achievements that can help to improve upon
the satisfaction level of the employees. Moreover, regular promotions can also guarantee hike in
the salary packages that are given to a particular worker. The regular policies implemented by
the organization also plays an important significant in the job satisfaction. From the research
work of Fu and Deshpande (2014), it is evident that companies having effective policy of
communication can yield better result due to higher rate of job satisfaction. The organizational
policies have also direct impact upon the behavior of supervisors, which allow the workers to
feel comfortable with in the workplace.
It is believed that democratic styles of organizational factors are mainly responsible for higher
rate of job satisfaction rate within the workplace. It is also believed that higher rate of employee
motivation is also obtained depending up on the environment within the workplace.
Personal factors affecting job satisfaction
It is believed that maintenance of work life balance is one of the essential components of
maintaining higher rate of job satisfaction. This is essential in the cases related to most of the
activities within the workplace. Providing priority to the individual personal life is one of the
essential components that can help an employee to deal with higher level of work balance.
According to Bowling et al. (2015), the balance of personal and professional life is essential in

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order to maintain health of an individual. This thing is also important for an individual to deal
with the stress and pressure within the workplace. In the case of the working staffs in an
education institute there is extra pressure due to the fact of total number of students have
increased significantly in the past few years. It is also important to note that with high level of
stress it is never possible for a teacher to provide proper guidance to the students, thereby
compromising on the education quality. Sorting up of the priorities is one of the basic steps that
is essential for the Teachers to deal with the stress but they encounter in the workplace. It is
essential for the workers and teachers within a university to have the ability to deal with most of
the informant matters in the personal life, which can help them to deal with the most of the
priorities related to the work life. As an employee of the university, it is the duty of every
teacher to resolve the issues in the workplace, which have the potential to compromise up on the
performance. Fixed working hours for every teacher, according to their shift timing is essential
due to the fact that it will help them to make a plan for the entire today and thereby able to
maintain balance between personal and professional life.
It is also essential to resolve all the issues that are encountered by the workers in the
university workplace. This can be achieved by holding regular meetings with the management.
Impact of Working Environment on Job Satisfaction
The dynamic nature of workplace in most of the organizations of current days is posing
huge challenges within the work force. The changing form of environment within the workplace
is believed to be one of the major challenges that all employees at different levels have
encountered. Large scale corporations implement regular changes in the workplace in order to
improve upon the efficiency depending upon the demand and the capability of the working class.
As mentioned by Skaalvik and Skaalvik (2017), it is essential to maintain Healthy environment

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within the workplace, which is essential requirement for maintaining higher performance rate
among the employees. It is believed that effective environment and motivation within the
workplace can help the employees deal with all the stress and challenges for providing better
level of productivity. Kock et al. (2016), have mentioned about the importance of maintaining
biasedness within the workplace, which is one of the key elements to provide full support to
every category of workers.
Relationship between job satisfaction and organizational performance
From the analysis of Saeed et al. (2014), it is evident that relationship between job
satisfaction and organizational performance is much more compared to that of the relationship
between organizational performance and job satisfaction. In other words, it can be said that the
factors of job satisfaction determines the performance level rather than the vice-versa.
Haider et al. (2015), have stated that the job satisfaction is one of the important factors
that help to decide upon the health of the workers. Hence, it is evident that with her job
satisfaction it is possible for the employees to provide better productivity due to the fact that
better health will make it possible for the workers to improve upon their Individual performance
level. There are various job satisfaction scale is implemented in practice within various
organizations, which is needed to deal with the factors related to the performance of the
employees. Giacopelli et al. (2013), have supported about the fact that better job satisfaction is
one of the primary factor that can help to improve upon the organizational performance rate.
On the other hand, Mak (2015) has argued about the matters related to connection
between job satisfaction and organizational performance as there are few conflicts with the

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implementation of this idea in practice. It is a relevant to mention that feedback from the
employees is significant importance that can help to improve upon the workforce motivation.
The productivity at individual demand is one of the most essential factors that can help on to
improve the rate of productivity.
The domain of education service is full of different types of stress and division of labor
and it is essential for the workers to deal with the challenges within the working environment.
Girma (2016), has stated that compensation policy is that are introduced within the university
and one of the major factors that determine up on the job satisfaction rate. The research work
related to establishing connection between employee satisfaction and performance rate is of
highly significant in the current days due to the fact that it can help to determine upon the rate
and character of the organizational psychology. It is important to note that the individual interest
of the workers plays a significant factor up on the level of initiative that are taken by them to
improve upon their skills and deal with the workplace challenges. From this context, it is
important for the employers to ensure that all the employees are benefited at individual level,
which will encourage them to provide full working potential in the workplace.
The morale of the employee is believed to be one of the most critical factors that
organization, which decides upon the success and performance. It is important to mention that all
the managers in an organization, always looks forward to have satisfied employees, from whom
they can expect full level of commitment within the workplace. It is often believe that satisfied
workers in an organization, will always be willing to spend more time within the workplace,
which will ultimately add up to the productivity of the organization. Vermeeren et al. (2014),
believes that with the help of satisfied employees, it is possible for an organization to implement