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

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regular changes, which will then be encouraged by all the workers. It is relevant to mention that
there are various internal and external factors, which decides upon the organizational
performance. These factors may or may not be within the control of the management of the
organization. For example, the general attitude and behavior of an employee may not encourage
healthy environment within the workplace, which will ultimately compromise upon the level of
other workers.
The Ethics of the employee and employer plays a significant part in maintaining the job
satisfaction and organizational performance. It is often believed in this context that if an
organization is able to deal with all kinds of ethical issues, encountered by the working staff
within the workplace, it caused possible overcome all the factors that can cause this satisfaction
for the employee (Dash et al. 2014). On the other hand, it is also the ethical duty of an employee
to provide full commitment for not misusing the opportunities, which are provided to them while
working as a part of the organization. The combined ethical sense of both employee and
employer together can help to yield better workplace performance that is caused by higher level
of job satisfaction.
Organizational success is believed to be one of the critical factors that decide upon the
rate of job satisfaction. According to Saputro et al. (2016), it is often seen that the success rate of
an organization to fulfill their objective can often help to motivate the employees, perform better
within the workplace. Additional it is also important for the management to ensure the as the
organization progress, it benefit all the workers at individual level. For example with higher level
of profit for an organization, it is important to ensure that the salary packages of individual
employee also go up. Overall it can be said that all the existing literature have strongly focused

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upon the viewpoints that organizational performance is a factor that is responsible on the degree
of job satisfaction that is perceived by individual employees at different levels.
Gaps of the Literature
In spite of the fact that the existing literature have focused up on the relationship between
job satisfaction and organizational performance, it has not highlighted upon the importance of
maintaining job satisfaction. It also has not focused up on the factors that can help to improve the
level of job satisfaction among the employees. It is said that job satisfaction at the level of
individual employee is highly essential in the context that it can help to improve upon the
workplace reputation. It is also important for the future research to focus upon the techniques
that can be implemented by education institutes and Universities in order to improve the
motivation and satisfaction level of teachers and professors along with other non-teaching staffs.
Future research work is also necessary to establish a more strong relationship between job
satisfaction and job performance of individual employees. It is also essential to focus upon the
implementation of motivational theories, which is one of the crucial factors that can help to
improve upon the satisfaction level of individual employees.

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Chapter 3: Methodology
Introduction
In this chapter of the research plan, the method that will be used for fulfilling the purpose
of the investigation will be mentioned. Proper Research Design Data Collection techniques,
analysis and sampling method will be described in details along with providing justification of
using each technique. The ethical issues that will be encountered by the investigators will also be
highlighted in this section. All the research methods and design that will be implied can
ultimately help on to establish the relationship between job satisfaction and job performance of
an employee within a workplace.
Research Design
According to Mackey and Gass (2015), it is possible for the researchers to use types of
Research Design which includes exploratory, explanatory and descriptive design. During the
process of Data Collection, it is essential for the researchers to use a particular form of Research
Design, which will help to improve upon the relevant information that is being collected. In the
exploratory form of Research Design, it is possible for the investigators focus upon the ideas and
thoughts that are primarily required to fulfill the purpose of the research. On the other hand, the
explanatory Research Design describes the entire events that are associated with the subject area
of the research.
The above research work will aim to use the descriptive form of Research Design, which can
help them collect relevant information related to job satisfaction and job performance within a
workplace and thereby able to establish the relationship between the same.

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Research philosophy
Purpose of the research philosophy is to determine the appropriate manner for getting
detailed information relevance to the research topic. It can also help to determine the
assumptions that are taken by the investigators while conducting research on the given subject
area. The overall thinking process that has been applied by the research it depends upon the
philosophy of research. Positivism philosophy helps to understand the logic and the Hidden
facts, which causes the issue for the subject area of research. On the other hand the interpretive,
helps to manage the complex structure involved in the research subject area and thereby aims to
simplify the issues of the research subject (Flick 2015).
For this particular research work, investigators will apply the realism philosophy, which
will highlight up on the human factors involved in research subject area. With the help of this
research philosophy, it is possible to highlight upon the factors that contribute to job satisfaction
level of an employee in the workplace. It is also possible to evaluate the motivational factors that
are necessary in dealing with improving the workplace performance.
Research Approach

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There are mainly two kinds of research approaches that can be employed for all types of
Investigation work. This includes the Inductive and deductive form of research approach. The
inductive approach is applied in the investigation work, where sufficient amount of relevant data
related to the subject area of research are not available to the researchers. Hence, it is the aim of
inductive approach to gain idea and information relevant to the research subject and thereby help
to broaden the area of understanding (Flick 2015).
For the research work of establishing relationship between job satisfaction and job
performance, the researchers will be able to get plenty of data from the primary sources. As they
will be using the deductive form of research approach, it will aim to highlight up on the
investigation work of explaining the collected data. This form of approach is chosen focusing
upon the fact that plenty of data will be available from the relevant sources.
Sampling Strategy
The two main types of sampling strategies that can be used by the researcher in order to
collect relevant information for the research subject area include probability sampling and
nonprobability sampling method. In Probability sampling method the researchers will select the
participants for the survey on interview, random methods, from the entire sample size of the
research work. On the other hand in case of non-probability sampling method, researchers will
select particular participants or respondents for the sample size from the entire subject area of the
research (Silverman 2016). The main purpose of non-probability sampling method is to ensure

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that data are being collected from authentic sources and that can be reliable for making of the
conclusion of the research work.
For the current research work, the investigators and surveyors will use non probability
sampling method, where they will select 100 Respondents from the chosen University. Out of
that 50 will be chosen from the non-teaching department and the rest 50 from the teaching
departments. This will ensure that they are able to collect data from all types of employees
within the university and thereby able to estimate their job satisfaction level and its relationship
with the level of performance that they are providing. The researchers also have to convince the
chosen sample size, to take active participation and provide authentic data for the survey, which
will ultimately help them to make precise result.
Data Collection
The data collection process is one of the important parts of the research methods, which
helps the researchers to gather relevant information that is needed to draw the result of the
research. There are mainly two types of data collection process that are used in all types of
research work. In Primary research data collection methods, information is collected from
primary sources which include direct survey and interview from the chosen sample size. This
type of data is more reliable and provides the latest forms of information related to the research
subject area. On the other hand, secondary data are collected from the research that has been
conducted previously on the same issues as the current research area (Panneerselvam 2014).The
primary data collection methods are used in the matter, and numerical data are collected that can

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be analysed using mathematical tools and statistical formula and also be represented in tables,
charts or graphs.
For the given research work of establishing relationship between Job satisfaction and
employee performance in the New Bucks University, the researchers will mainly depend upon
primary form of Data Collection. The data will be collected mainly from the teaching and non-
teaching staffs of the university mainly to the form of survey and interview. The survey will be
held by forming questionnaires. Survey will also have a particular sample size, which will be
chosen from the teaching and non-teaching staff of New Buck University.
Data Analysis
There are two types of Data analysis method that can be employed in order to evaluate
and estimate the data and make proper conclusion about the research work. The current research
work will use more quantitative and qualitative form of data analysis in order to ensure that
precise and accurate result are obtained from the primary data that are being collected from the
survey. Proper statistical tools will also be employed in order to ensure that accurate and reliable
result can be obtained.
Validity and reliability
This is one of the major issues that are encountered by most of the researchers while
collecting data for the research work. It is important for the researchers to ensure that data are
being collected from reliable and authentic sources. Moreover it is also essential to ensure that all
the research methods and design that are being applied for conducting the current study are valid
and can be practically applicable in order to resolve and investigate upon the Chosen subject area
(Gast and Ledford 2014).

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For a given research work, the researchers can valid and rely on the collected data by ensuring
that they are conducting the survey only from the permanent employees of the chosen
University. They also need to select the sample size of the survey participants based on their past
records of the employees. Validity of the collected data will also ensure that the conclusion of
the research can be used in the future.
Ethical issues
During the time of conducting any research for it is always essential for the investigators
to follow and considered certain ethical issues, which will ensure that there are no unfair
practices implemented while conducting the research. This is also one of the major steps that can
be followed ensure validity and reliability of the research work (Neuman and Robson 2014).
In the current research work, investigators can deal with the ethical issues by ensuring
that all the participants in the survey or not enforced to take participation. It is also essential to
take proper permission from the participants before conducting survey and asking questions. The
question will be asked only at the professional level to ensure that none of the participants are
being ask any questions at personal level.
Timeline
The research will be done in time span of 26 weeks.
Task And Time 1st
week
(2nd-
4th)
week
(5th-
7
th)We
ek
(8th-
10th)
week
(11th -
16th)
week
(17th -
20th)
week
(21
th-
23t
h)
24th
week
25th
wee
k
26th
Wee
k

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we
ek
Introduction and
Search for
Secondary Data

Literature Review 
Research
Methodology

Design of Data
Collection and
Methods

Data Collection 
Data Analysis and
Presentation

Conclusion and
Recommendations

Proof- Reading 
Sending First Draft
to Supervisor

Printing, Binding
and Submission


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Suwati, S., Minarsih, M.M. and Gagah, E., 2016. INFLUENCE OF MOTIVATION WORK,
CAREER DEVELOPMENT AND CULTURAL ORGANIZATION ON THE JOB
SATISFACTION AND IMPLICATIONS ON THE PERFORMANCE OF EMPLOYEES
(CASE ON BABINMINVETCADDAM IV/DIPONEGORO). Journal of Management, 2(2).
Vermeeren, B., Kuipers, B. and Steijn, B., 2014. Does leadership style make a difference?
Linking HRM, job satisfaction, and organizational performance. Review of Public Personnel
Administration, 34(2), pp.174-195.

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RESEARCH PLAN
Appendix
Questions for the Survey
How long have you been working in the university?
a. Less than 5 years
b. More than 5 years
c. More than 10 years
d. More than 15 years
What is the duration of duty hours in the university?
a. Less than 8 hours
b. More than 8 hours
How much are you satisfied with the pay scale that you get?
a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
Do you think that the environment in the workplace is friendly?
a. Yes
b. No

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RESEARCH PLAN