Employee Satisfaction, Commitment, and Performance in Public Sector

This project report investigates the factors influencing employee satisfaction, commitment, and performance, comparing the public and private sectors, with a specific focus on the Guyana National Bureau of Standards (GNBS). It examines the significance of employee satisfaction in both sectors, highlighting its impact on service quality, productivity, and employee turnover. The research questions and objectives are centered around evaluating employee satisfaction, its relationship with commitment and performance, and the effectiveness of HR practices at GNBS. The report includes a literature review, methodology employing Saunders research onion, data analysis using qualitative and quantitative methods, and a discussion of findings, conclusions, and recommendations for improving employee satisfaction and organizational outcomes. The research aims to provide insights into the similarities and differences in factors affecting employee satisfaction between public and private sector organizations.

Running head: PROJECT REPORT
PROJECT REPORT
Name of the Student
Name of the University
Author Note

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INTRODUCTION
Topic: Factors influencing employee satisfaction, performance and commitment in public
sectors are similar to those in private sectors or not.
Chapter 1
Research rationale
The research will be based on the ways by which different factors are able influence
employee satisfaction, commitment and performance in the private sector and public sector.
Significance of the study
The study will be helpful in providing an insight based on the factors that are able to
affect the performance, employee satisfaction and levels of performance of different types of
employees in various sectors.
1.1 Employee Satisfaction, Commitment and Performance.
The multinational organizations face major issues related to the ways by which they
aim at ensuring high levels of employee satisfaction. Satisfaction of employees plays a key
role in the ways by which an organization is able to operate in the industry. The performance
of employees and their levels of commitment are totally based on the employee satisfaction
based levels. The satisfaction levels of the employees in public sector organizations are able
to play a major role in the ways by which they provide the services. On the other hand, the
organizations in the private sector also need to ensure satisfaction levels of the employees in
order to increase the levels of profitability and revenues (Ahmad et al. 2014).
1.2 Guyana National Bureau of Standards
The Guyana National Bureau of Standards or GNBS had been established with the
help of the Act 11 of 1984. The organization is thereby governed by the National Standards

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Council and it belongs in the portfolio of Ministry of Trade, Tourism, Commerce and
Industry. The organization operates in the government or public sector and has employed
many employees. The satisfaction levels of the employees are thereby related to the ways by
which the organization is able to provide effective levels of support to them based on their
work process (Anwar, Warso and Paramita 2016). The different types of services which are
offered to the stakeholders of the organization mainly include, calibration and testing,
providing information based on effective standards, certification of the products, providing
the technical assistance.
According to Atmojo (2015), the levels of employee satisfaction have been provided
with huge levels of importance by the organizations which are a part of the public sector. The
HRM based practices which are performed in the public sector organizations are considered
to be different as compared to those which have been developed in the private sector
companies. The jobs which are performed by employees within different organizations are
not only considered to be a source of income. The personal growth levels, power, recognition
and career growth are considered to be a major part of the jobs which are performed by the
employees in public as well as private sector organizations as well.
As discussed by Harris and Fleming (2017), the service quality of employees will be
affected in a negative manner if levels of satisfaction are low. The lack proper levels of
satisfaction not only affect the motivation and performance of the employees the
attractiveness of the sector is also reduced in the process. High levels of work satisfaction has
been associated effectively with low absenteeism, increase in productivity and low turnover
of the employees as well. The issues based on employee satisfaction have been researched
previously by many researchers. Many different models have also been able to explain
differences which are present in work satisfaction levels. The job based values of the

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employees in the private and public sector have been compared in previous researches
(Zablah et al. 2016).
The satisfaction levels of employees are thereby based on different factors which are
able to affect their performance as well. The satisfaction of employees with top management
of public sector organizations is considered to be a major factor which is able to affect the
satisfaction and the performance levels as well. The tasks or jobs which are provided to the
employees are also able to affect the satisfaction within public sector organizations (Bin
2015). The policy based on career management which have been implemented in the
organizations are able to affect employee satisfaction and performance levels as well. This is
able to ensure that the employees are provided with opportunities of growth and
development. Relationship which has been developed by the employees with public sector
organizations is considered to be a major factor which affects the satisfaction based levels
(Cullen et al. 2014).
The increase which has been experienced in levels of competition in the global market
have been helpful in the recognition of importance based on attitudes at work. The positive as
well as negative evaluations which take place by employees in the work based environment
are considered to be highly important for relationships which are developed with the
organization. The behaviour which is depicted by the employees within an organization is
also affected by job satisfaction levels (Hatane 2015). The relationship between absenteeism
and job satisfaction is considered to be negative, however, job satisfaction is related
positively with the customer outcomes or customer satisfaction which is provided by the
modern organizations whether they operate in public or private sector. Job satisfaction is also
considered to be a factor which is able to affect the emotional reactions which are provided
by the employees based on different operations and their work process as well. The

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employees of public organizations who are satisfied by the work process are able to provide
high levels of performance and services as well (Huang et al. 2015).
Job satisfaction can be considered to be a major factor which is a combination of
different aspects or facets of organizational operations. The determinants of effective job
satisfaction have been researched previously in different studies. Some major determinants
related to job satisfaction have been suggested by various authors which include, success,
status, acknowledgement provided by the management, feeling based on becoming an
important part of the organization. Job performance and job satisfaction is related to each
other with respect to the ways by which the organization is able to operate in the industry
(Martinaityte, Sacramento and Aryee 2016). High levels of job satisfaction are thereby
considered to be important for the ways by which an organization operates in the industry.
The employees who are a part of the public sector are concerned about different
outcomes related to mission which has been developed. They also try to measure that they
whether they have received the rewards which can be considered to be a result of
performance levels. A major factor which has been considered to be missing in the operations
of public organizations is based on incentives which can be offered to the employees. The
private organizations are able to provide effective levels of financial incentives to the
employees based on their performance levels within the organization (Mone and London
2018). The employees of Guyana National Bureau of Standards have also faced major issues
based on incentives that are received based on their performance. The incentives which are
received by private sector employees are able to affect the ways by which they perform in the
industry. The employee satisfaction levels of public sector based employees are affected in a
huge manner by the chances of growth which are provided to them. The incentive based
programs on the other hand are highly important for the private sector employees. The
performance levels and commitment of the employees in private sector are affected by the

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incentive based programs which are formed by the organizations (Sharma, Kong and
Kingshott 2016). Incentives are able to play a key role in the ways by which the employees
provide their services and their levels of productivity as well.
1.3 Research Question
Primary Research Questions
What factors influence employee satisfaction, commitment and performance in the
public sectors “Guyana National Bureau of Standards”, are these same in the private sector?
1.4 Aims and Objectives
-To critically evaluate whether employee’s satisfaction, commitment and performance of
the Guyana National Bureau of Standards.
-To critically evaluate the relationship between employee satisfaction commitment and
performance
-To critically evaluate HR practices used by managers to encourage employee satisfaction
commitment and performance at the GNBS.
1.5 Research Hypothesis
The research hypotheses are formed with respect to different organizational factors
that affect the employee satisfaction levels. The satisfied employees are able to provide better
services as compared to those who are not satisfied in nature. The employee satisfaction and
performance is linked in similar manner in the public sector and private sector as well.
H0 – The employee satisfaction levels in public organizations are able to affect the
performance and services that are offered by them.

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H1 – The employee satisfaction levels in private organizations are highly dependent
on the incentive programs as compared to the satisfaction levels of employees in public
organizations.
1.6 Conclusion
The chapter has been able to introduce the major purpose of conducting the research
with respect to the background and research based problem. The objective of the research and
questions have been developed in this part of the study. The hypotheses which have been
stated in the introduction will be analysed and proved in research in detail. The research will
be able to provide an analysis based on different factors based on employee satisfaction. The
analysis will be based on the objectives which have been set earlier. The research will thereby
provide effective insights with respect to the effects of employee satisfaction on the private
and the public organizations.
Outline of Dissertation
Introduction
The introduction chapter is based on the background of the topic which has been
chosen for research. The topic of the research is based on employee satisfaction, performance
and commitment. The issues faced by public and private sector organizations have been
analyzed. The research questions, research objectives and hypothesis have been analyzed in
this chapter.
Literature review
The literature review will be based on the analysis of previous literature related to the
topic. A conceptual framework will be created with the help of two variables which include,
the employee satisfaction levels and commitment.

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Methodology
This is a research plan in which Saunders research onion will be implemented in this
analysis in order to conduct the analysis based on samples taken from the private and public
organizations. The data analysis will be made with the help of qualitative and quantitative
methods. The qualitative method will be used to analyze the interviews and quantitative
method can be used in order to analyze the data collected from 150 employees. The process
of deductive sampling will be implemented for the research. The validity of data is based on
the response which is provided by the employees. The data which has been collected can be
considered to be reliable as the employees tend to provide right types of response based on
different questions which are aimed at them. The ethical consideration on the other hand is
based on the levels biasness in responses which are provided by the employees.
Findings
This will be based on the results and findings which will be derived with the help of
this research.
Conclusions and recommendations
The conclusion will be based on the effects which employee satisfaction has on the
commitment levels and recommendations will be related to the related to the ways by which
the levels of satisfaction can be increased.

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References
Ahmad, N., Iqbal, N., Javed, K. and Hamad, N., 2014. Impact of organizational commitment
and employee performance on the employee satisfaction. International Journal of Learning,
Teaching and Educational Research, 1(1), pp.84-92.
Anwar, N.K., Warso, M.M. and Paramita, P.D., 2016. EFFECT OF INCENTIVE AND
HUMAN RELATIONS ON EMPLOYEE SATISFACTION ITS IMPACT ON WORK
PERFORMANCE (CASE STUDY ON CORPORATE MARKAT SPORT
CENTER). Journal of Management, 2(2).
Atmojo, M., 2015. The influence of transformational leadership on job satisfaction,
organizational commitment, and employee performance. International research journal of
business studies, 5(2).
Bin, A.S., 2015. The relationship between job satisfaction, job performance and employee
engagement: An explorative study. Issues in Business Management and Economics, 4(1),
pp.1-8.
Cullen, K.L., Edwards, B.D., Casper, W.C. and Gue, K.R., 2014. Employees’ adaptability
and perceptions of change-related uncertainty: Implications for perceived organizational
support, job satisfaction, and performance. Journal of Business and Psychology, 29(2),
pp.269-280.
Harris, E.G. and Fleming, D.E., 2017. The productive service employee: personality, stress,
satisfaction and performance. Journal of Services Marketing, 31(6), pp.499-511.
Hatane, S.E., 2015. Employee satisfaction and performance as intervening variables of
learning organization on financial performance. Procedia-Social and Behavioral
Sciences, 211, pp.619-628.

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Huang, M., Li, P., Meschke, F. and Guthrie, J.P., 2015. Family firms, employee satisfaction,
and corporate performance. Journal of Corporate Finance, 34, pp.108-127.
Martinaityte, I., Sacramento, C. and Aryee, S., 2016. Delighting the Customer: Creativity-
Oriented High-Performance Work Systems, Frontline Employee Creative Performance, and
Customer Satisfaction. Journal of Management, p.0149206316672532.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Sharma, P., Kong, T.T.C. and Kingshott, R.P., 2016. Internal service quality as a driver of
employee satisfaction, commitment and performance: Exploring the focal role of employee
well-being. Journal of service management, 27(5), pp.773-797.
Zablah, A.R., Carlson, B.D., Donavan, D.T., Maxham III, J.G. and Brown, T.J., 2016. A
cross-lagged test of the association between customer satisfaction and employee job
satisfaction in a relational context. Journal of Applied Psychology, 101(5), p.743.