The Relationship Between Employee Satisfaction and Job Performance

This report investigates the relationship between employee satisfaction and job performance within the context of Ivers Care Service in the UK. The study examines various factors influencing employee satisfaction, such as company culture, personal accomplishment, communication, skill utilization, management support, and rewards. Through data analysis, the report reveals employees' perceptions on these factors and their impact on job performance, employee turnover, and service quality. The research employs a mixed-method approach, including literature review, data analysis, and a questionnaire to gather insights. The findings highlight the importance of employee satisfaction in enhancing job performance, reducing turnover, and improving service delivery. The report concludes with recommendations for fostering better employee satisfaction and, consequently, improved job performance within the organization.

RELATIONSHIP BETWEEN
EMPLOYEE SATISFACTION
AND
JOB PERFORMANCE

TABLE OF CONTENTS
TOPIC: “The relationship between Employee Satisfaction and Job Performance”........................1
CHAPTER 1- INTRODUCTION....................................................................................................1
Overview of Topic:.................................................................................................................1
Background of the Research:..................................................................................................1
Aim and Objectives:...............................................................................................................1
Rationale:................................................................................................................................2
CHAPTER 2- LITERATURE REVIEW.........................................................................................3
Theme 1: Identification of the relation between performance and satisfaction.....................3
Theme 2: Factors that influence the job satisfaction resulting in enhances employee
performance............................................................................................................................5
Theme 3: Identification of the fulfilling employee satisfaction on the improved performance. 7
Theme 4: Factors of better employee satisfaction and Job performance...............................8
CHAPTER 3- RESEARCH METHODOLOGIES........................................................................10
Research type........................................................................................................................10
Research approach................................................................................................................10
Research philosophy.............................................................................................................11
Research design....................................................................................................................11
Data collection......................................................................................................................12
Sampling...............................................................................................................................13
Data analysis.........................................................................................................................13
Reliability and validity.........................................................................................................14
Ethical consideration: ..........................................................................................................15
CHAPTER 4- DATA ANALYSIS................................................................................................16
Theme 1: Employees are neither satisfied nor dissatisfied from company’s culture and
working practices..................................................................................................................16
Theme 2: Employees feels the aspect of personal accomplishment are met by working in Ivers
Care Service..........................................................................................................................16
Theme 3: Company communicated its mission, objectives and other relevant information
timely ...................................................................................................................................16

Theme 4: Employees neither agrees nor disagree about the job facilitates effectual use of
skills and abilities.................................................................................................................16
Theme 5: Employees agrees that management values suggestions given by them for
organizational development..................................................................................................17
Theme 7: Employees agrees that their satisfaction level towards company and work has an
impact on job performance...................................................................................................17
Theme 8: Respondents agrees that employee turnover increases in the case of high
dissatisfaction level..............................................................................................................18
Theme 9: Employees thinks that employee dissatisfaction level leads to low quality services
..............................................................................................................................................18
Theme 10: As per employees rewards and recognition leads to improvement in employee
satisfaction and job performance .........................................................................................18
CHAPTER 5- CONCLUSION & RECOMMENDATION ..........................................................20
Conclusion ...........................................................................................................................20
Recommendations................................................................................................................20
REFERENCES..............................................................................................................................21
Questionnaire ...............................................................................................................................23

TOPIC: “The relationship between Employee Satisfaction and Job Performance”.
CHAPTER 1- INTRODUCTION
Overview of Topic:
Employees are one of the greatest assets of the company. Employee and job satisfaction
are the key goals of all the organisation. A satisfied employees is not just a retained employee
but an ambassador for the organisation internally and externally. It is very important for
organisation to ensure higher revenues. It is a fact that no motivation or training would help
unless a person develops a feeling of attachment as well as loyalty towards the company.
Employee satisfaction is utmost important for the growth and development of organisation
because if the employees are not happy then it is not possible to achieve the desire goals of the
company. There are various factors which influence employee satisfaction like healthy
environment, rewards and recognitions, belief that supervisors listen, career path and many other
factors.
Employees satisfaction and job performance is not only important for particular industry
but it is also crucial for all types of organisations but it is strength for health and social care
firms. It is because if employees are not satisfied then they will not perform the job role
effectively and it will result in lesser customer satisfaction. Employee satisfaction allows
company to lesser employee turnover, less absenteeism, effectiveness in the work performance,
handling pressure situation and provide better customer service.
Employees satisfaction and job performance are not treated as short term or long term
vision as it is straightly linked to attraction as well as employee organisation match. There is a
direct relationship between satisfaction of employees and job performance at work place because
workers do not give there best to the company. Furthermore, healthcare organisation are very
concern on raising the patient engagement with the company and researches have found that it
cannot be possible if the practitioners at healthcare organisation are not satisfied.
Background of the Research:
Aim and Objectives:
Aim:
“To identify the relationship between employee satisfaction and Job performance in
health and social care. A study on Ivers Care Service UK.”
Objectives:
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 To identify the relationship between performance and satisfaction.
 To recognise the factors that influence job satisfaction and the ultimate enhanced
employee performance.
 To Know whether fulfilling employee satisfaction will improve performance at ICS.
 To provide recommendations on better employee satisfaction and Job performance.
Research Question:
1. What is the relationship between performance and satisfaction?
2. What are the factors that influence job satisfaction and the ultimate enhanced employee
performance?
3. How to identify the impact of employee satisfaction on performance of ICS?
4. What are the recommendations on better employee satisfaction and Job performance?
Rationale:
The reason behind selecting this research topic is give an insight over the existing
relationship between the satisfaction of employees with their job performance. There is a direct
connection between the employee satisfaction and there performance in the job. The research is
conducted to identify the factors influencing this relationship specially in the health sector. The
reason behind selection of this sector by the researcher is to conduct the study is that people here
serve other people with heath and care services and this is quite significant to relate to the
research topic. The level of satisfaction is different in this sector as it include an empathetical
feel behind the satisfaction which provoke the effectiveness in the job performance. Another
reason of selection of this topic by the research is that social care sectors is the one which assist
the people in providing health and care services which is one of the leading sector provide job
satisfaction to the employee and influence their performance at the health care organisation. This
attracts the researcher most about the level of satisfaction the employee get in the health care
sector and how this influences the performance of the workers their. This is the reason behind
choosing the topic of conducting an investigation over the relationship between employee
satisfaction and Job performance in health and social care.
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CHAPTER 2- LITERATURE REVIEW
The present chapter focus on review of literature over research topic identification of
relation between employee satisfaction and is impact on job performance. This includes current
knowledge over substantive finding over research topic. For carrying out literature review,
surveys, books, scholarly articles and other relevant sources significant to research issue and area
of research are referred. By completion of this chapter detailed description, summery and critical
evaluation of the facts that what impact does employee satisfaction have over job performances
is determined with establishing a relation between both the factors.
Theme 1: Identification of the relation between performance and satisfaction
As per the views of Okello. and Gilson, (2015), job and employee satisfaction are two
important factors which effects workforce productivity. The main factors that affected
productivity of an employee under employment is directly linked with job stress and job
satisfaction. A study over 125 employees working in health care sectors on random basis. A
survey was conducted to investigate level of job stress, Job Descriptive Index to examine job
satisfaction and to investigate productivity in study population. The result of studies show that
facts that as there is a moderate level of relation between employee satisfaction and job
performance. The study revels facts that satisfactions in job have direct link with productivity
establishing a significant statistical relation. Moreover, it is identifies that stress in job directly
effects performance of employee with reducing their productivity as well.
On the other hand, Hoboubi and et. al.,(2017) stated that within environment of tensions
and labour division in health care sector, one of the most basis challenge faced is related with the
performance of employees. It is presented that the employees in health care sector have a close
relation with job performance and job satisfaction. But it was stated that satisfaction is purely
psychological. An employee get satisfaction in job with organizational commitment, work place
values, belied, morals. This directly effect perception and mind set of employee in health care
sector. When a contradiction in personal and organizational values arises this creates a huge gap
in job satisfaction and significantly affecting the performance and productivity of employee. A
downfall in the moral boost and motivation of employee is a factor which can be seen in job
performance and level of a person providing care and support services in health care sector.
However, Choi and et. al.,(2016) have an opinion that Job satisfaction is a topic of wide
interest to both people who work in organizations and people who study them. The author stated
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that the reason related with job satisfaction is recruitment and retention of the staff in the health
care industry and the problems associated with it. The doctors and the nurses have to work for
odd hours and this lead to develop a dissatisfaction about the job. Moreover, the doctors and
nurses have a related with inextricable linked to the employee performance. The international
literature shows that a large number of factors influence employee performance such as
satisfaction from the profession, work environment, compensation policies, etc this factors have
negative impact on the job performances of both nurses as well as doctors. The analysis between
the satisfaction parameter versus self job performance parameter stated the facts the person in
self job are more satisfied as they work on their own with their personal view and perception
without getting affected by the views and thoughts of others.
Platis, Reklitis and Zimeras (2015), stated that the health care organization highly
depends on the workforce optimum and productivity that results in organizational efficiency.
There is a need to ensure the job satisfaction of the employees as it is matter of necessity for the
health care organization. The factors that effect the level of satisfaction among the employees
that is care Peron, doctors and nurses is related with the efficiency in services provided by them
and how much the person treated by them is benefited in the context of health benefits. This
directly indicate the factors that a person who is not satisfied with job do not present and give
100% of the capability in the work he/she perform which results in lack of efficiency and
performance ability of the worker There is a direct significant relation between the satisfaction of
the worker about their job as well as workplace environment as in absence of this the
organization can face an issue in the overall performance.
In accordance with the view of Dall’Ora and et. al.,(2016), the factors that have a direct
linkage with the job satisfactions pay, promotion, supervision, fringe benefits, contingent
rewards, operating procedure, co workers, nature of co workers and communication within the
health care organization. While the job performance is analyzed in the context of both task
performance and contextual performance. The fact revealed that job satisfaction and job
performance have weak correlation and is significant. This means that both have direct link with
each other but do not get affected by each other to a significant level. The level of job
satisfaction do effect the job performance but only to a certain extent and do not reduced the job
performance level of the employee as well of the organization. This means there is a direct but
not significant link between both the two.
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Theme 2: Factors that influence the job satisfaction resulting in enhances employee performance
As per the view of Meesala and Paul, (2018), there is a significant relation between job
satisfaction and job performance. The factors that boost up the satisfaction level of the
employees in health care sectors are timing, communication, the availability of rewards and
recognition, shift timing, performance appraisal, pay benefits rewards and most importance the
level of satisfaction after giving treatment to a person. In absence of any of this one or more
factors an employee in this sector can feel detected to his/her job which is directly reflected in
his /her performance.
On the other hand Lee Yang and Li (2017), has identified Maslow's theory gives
guidelines to the managers in understating the needs and wants of the team members and to
encourage them to perform more effectively. This theory presented 5 factors influencing the job
satisfaction level of en employee which includes, self actualisation, self esteem, belongingness
and need of love, safety needs and psychological needs. This is directly related to the motivation
and productivity of the workforce at the present time. The theory is considered as a therapeutic
orthodoxy for a human to arrive at its creativity, spontaneity, morality and lack of prejudice. The
leaders in the present time fails to deliver a purposeful organisation and specially the purpose to
the mindset of the employee, the Maslow's theory is guides the managers and leader to define the
psychological and safety level to the employee in the ICS. The mindset of the employee have
three dimensions which are job mindset, career mindset and purpose mindset.
In accordance with Parvin and Kabir (2011), job satisfaction of employee have a
significant effect on the employee work behaviour and work attitude as per value based theory
prioritise the employee needs. There are different dimension of job satisfaction which differs
from employee to employee. For some it is money, form some it is psychological satisfaction, for
some it is happiness in doing the work and for some it is the combination of other factors. The
major factors identified by the authors that influences the satisfaction at the works place are
salary and welfare, work, inter-personal relation ships and the behaviour of the leaders. The
competency of the job have a minimal effect on the job satisfaction level but there was a
significant level of negative effect over the intention of the turnover, carrier choices, personal
growth and development space of the employees. There are 6 dimension that effect the
behaviour of employee thus effecting employee satisfaction – salary, welfare, leader behaviour,
interpersonal relation, work itself and job competence.
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However, Raziq and Maulabakhsh (2015) was of the opinion that in contrary to Maslow's
theory and VBT, people with right kind of ability when posted to the right job makes them
satisfies and happy. The author is of the view that a person under when started to dislike the job
even a small hassle can irritate the employee ad lead to his/her illustration. Rather, a person with
a job he/she loves motivate them to take challenges and over come it efficiently. The nature of
the job a person does have a grate effect on the percentage level of his/her job satisfaction.
Another factor that have a direct effect on job satisfaction level of a person is the balanced life
style. A perfect or effective balance in the professional and personal life style lessen the
workplace stress. On the contrary workloads and stress consumes a person's time for the personal
life directly effecting the level of job satisfaction. Yet another factor that influence the job
satisfaction is the opportunity of growth and development within the organisation.
Conversely, Lee, Back and Chan (2015) have an opinion that Herzberg two dimensional
motivational theory describes a way in which the mangers can promote the productivity of the
employees. This theory is an extended version of the Maslow theory which describes two
essential incidents to the job satisfaction. This defines that when the employee particularly feels
good about his/her job and when did the employee feels exceptionally bad about the job. The two
dimensions in this theory is satisfaction and dissatisfaction of the employee. The intrinsic and
extrinsic level of motivation in the employee is determined to the factors that motivates the
employee to achieve more. The ICS can apply this theory in the practices to motivate the
employee and to enhance the job satisfaction level of the employees. The factors that requires to
be considered for improved motivation includes salary and recognised status in the organisation,
organisational policies, flexible supervision and job security and work relationship.
On the contrary Lu and et.al., (2016) is of the view that job satisfaction is directly linked
to the organisational work culture and climate. As per the study conducted by the author a
relation between job variable is identified. This includes job satisfaction, organisational work
culture and the job performance. For this, on 179 employees a study was conducted who
belonged to health and care sector and it was revealed that there was no significant relation
between the work climate and the performance of the employees. The study showed that the job
satisfaction is not influenced by the work climate. It is suggested in the study that the
management of the health and care organisation must find those factors which have a direct
influence on the motivation on the employee and boost their job performances. This is stated by
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the author that the job satisfaction of an employee in ICS need not have direct relevance to the
work culture and climate present in the health care organisation.
Theme 3: Identification of the fulfilling employee satisfaction on the improved performance
As per the view of Kinman (2016) healthcare professionals are known to provide patient
support and care services and to keep them healthy, safe and satisfied with providing the care
services. But there is another side of this fact that employees in this sector also requires
happiness. As per the data of national database of nursing Quality indicator, The higher nurse
satisfaction level resulted in 87% of decreased in infection rate over a time periods on 2 year.
Nearly half of respondents said their organizations do measure whether or not employees are
engaged—and to what extent. But nearly half of respondents also indicated that their employees
were not fully engaged, and a quarter of respondents said they don't measure engagement at all.
The level of satisfaction which can be increased in the nurses that have directory enhances the
performance are outlined as creation of the successful career path, recognition of the strongest
player among all employees, prioritization the learning and developments among employees and
starting of engagements activities at early stages.
Conversely, Franco-Santos and Doherty (2017), have an opinion that Stress in the NHS is
at its highest for five years, the2018 Staff Survey has found. A total 39.8% of staff said they
were feeling unwell as a result of work-related stress – which is one of the headlines of this
valuable insight into the state of the NHS that will make worrying reading. Only 3% of the staff
is stratified with the salaries, 1% of the staff stated that were stratified with the extent of which
their organization values their work. 6% experienced musculoskeletal problems as a result of
work activities in the last year. 1% of BME employees don’t believe their organisation provides
equal opportunities. ICS can take consideration form this factors and can employ such factors
which can enhances the level of satisfaction amount its workforce including the nurses and the
doctors.
However, Mihail, and Kloutsiniotis (2016) is of the view that Health Foundation research
shows nursing hit particularly hard, with work-life balance blamed for poor retention. The Health
Foundation said there was an “urgent need” to reduce the high levels of vacancies and staff
turnover in the NHS, and said the gap between supply and demand for employees was worsening
for key staff groups and service areas, in particular nursing. Among the reasons for the shortages,
work-life balance has been increasingly cited as a driving factor for people leaving the NHS.
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Theme 4: Factors of better employee satisfaction and Job performance
According to Dixit and Dean (2018), employee satisfaction and engagement is modern
management and future of work. Low employee engagement directly correlates by reducing
productivity, wasted resources and entire toxic environment. So, in this context, it is significant
for understanding the employees around the world value in their jobs. Employee satisfaction and
job performance are directly associated to each other as if employee satisfaction is greater than
employee performance will be also higher. On basis of nature of job a person does, people get
satisfied through performing what they love. People with proper kind of abilities are allocated for
right job then there is high possibility for job satisfaction. However, Kašpárková and et. al.,
(2018) has argued that person could stay happy with professional life is balanced equally
workload and stress consumed personal life and time and it leads to be mentally exhausted and
stressless. When a person has too many issues in personal life, it gives major impact on their
professional performance but impact is caused on personal life because of unmanaged work life
is greater and worse.
As per views of Shen and Tang (2018), employees get satisfied if they see probability for
growth as multiple organizations are engaged in offering training to their employees for making
them capable to handle challenging and new jobs. Apart from this, various organizations
encourage their staff for acquiring higher qualifications and skills by helping with their college
tuition and university fees. The best qualification and skills opens mode of career advancement
or promotion and employees get satisfied. Brady and King (2018) has critiqued that if
organization provides chance to employees for deciding their working hours so employees could
found for making better performance. Target set for employees gives uniform and best output
along with working as per schedule. Simultaneously, it is stated that comfortable working
environment and conditions comprises supportive seniors, cooperative colleagues, open
communication along with spacious rooms, furniture, proper lighting etc.
Huang, Ma and Meng (2018) stated that, employees get irritated with feeling of detached
and micromanaged with absence of feedbacks. If there is presence of open communication,
employees could share issues and opinions with their high authority. this will reflect attachment
with senior members in organization which is very vital for employees to get satisfaction and to
raise employee performance. In the same series, hostile environment with unpleasant and rude
co-workers are major factor which arises negative attitude at workplace and their vice versa are
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satisfied at high extent with less chance of grievances and conflicts with high morale. On the
contrary, Hee and et.al.,(2019) stated that employee satisfaction lead when employee's opinions
and works are valued through organization. Right for undertaking nominal decisions, results
better output instead of work under control or autonomy leads to the best employee performance
instead of work under control. The people world be demotivated for working and less committed
to attached with job when they known about its temporary nature.
As per views of Kiruja and Mukuru (2018), employees with motive to attain something
Satis which is intrinsic and extrinsic. If continuous efforts are made and it does not get any
attainment, then demotivation incurs and they get dissatisfied with job. In this aspect, payment
factor plays important role to satisfy employee as if they attain best amount as per job is
motivated to continue workings. In case employees are inadequately paid, then they are
dissatisfied with job and could even discontinue working for long run. The few words of praise
and shoulder pat is sufficient, reward contributes its functions. Reward might be monetary or non
monetary, it always raises enthusiasm level and interest of person to entire task. At the same
time, it designs sense of satisfaction in employees on basis of job.
However, Hoque and et.al., (2018) has argued that continued feedback through
supervisors are vital for an employee with information related to strength and weakness. Person
would get to know about work which is worth to continue and need for improvement. Similarly,
control on job for getting satisfaction due to work which is out of control, as they are very
stressful and unmanageable. High obstructions are also designed because of these employees get
frustrated and unsatisfied with their job. The employees attain high satisfaction and attached with
their job when they get organizational support. It is very important for supporting employees
who are facing any issues in personal and professional life. In case, organization works as
shoulder on which employees could trust upon, they get feeling of secure and with this it arises
about satisfaction feeling for their job.
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