Literature Review: Employee Satisfaction and Organizational Success

This literature review examines the critical connection between employee satisfaction and organizational performance. It begins by defining employee satisfaction and exploring its significance in determining employee behavior within an organization, referencing the common belief that satisfied workers are productive workers. The review delves into the concept of job satisfaction and its influence on organizational outcomes, highlighting the importance of employee retention through motivation. It explores various factors influencing employee satisfaction, including remuneration, promotional opportunities, and quality of work life. The paper also discusses Maslow's hierarchy of needs as a framework for understanding employee motivation. Furthermore, the review analyzes the impact of employee satisfaction on organizational performance, emphasizing the link between employee attitudes and productivity. It concludes by summarizing key findings and suggesting areas for future research, such as analyzing a company's employee reward programs and training provisions.

Running Head : LITERATURE REVIEW
Literature Review
Name of the Student
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Author Note

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Introduction
The attitude of an employee is extremely important for managing and determining the
behaviors of the workers in a particular organization. There is a usual judgment regarding the
employees that A satisfied worker is always a productive worker . Also, when the employees are
quite satisfied with the organizational culture, a pleasant working atmosphere is created in the
organization. The job satisfaction of the staffs play a crucial role on the organizational
performance. Notably, it is quite essential to know about the way the staffs can be retained
through various motivations in order to achieve the expected results. The achievements and the
targets depend on the satisfaction of the staffs and this in turn contributes on the success of the
organization, its growth, the productivity and the quality of the work. Hence, the job satisfaction
and its connection with the performance of an organization has turned into a serious topic for the
research studies. Hence, the impact of the job satisfaction on an organizational performance is
required to be examined and analysed. It is also considered what kind of reward can determine
the employee job satisfaction and its very connection with the way an organization will perform.
In this paper , the literature will be reviewed related to the impact of employee satisfaction on
the organizational performance taking different scholarly articles into account.
Employee satisfaction
The employee satisfaction is found to be one of the fundamental attitudes which leave
impact on the human conduct in a specific work environment. Hence, the researchers have
accurately measured the job satisfaction along with its understanding of relationships for the
people who are working. According to the views of Yousef (2017), employee satisfactions is
regarding the way employee adversely or emphatically feel towards their jobs. It is reaction to

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the commitments of a person towards the social and the physical circumstances of their specific
workplace. The job satisfaction as a concept actually demonstrates the degree of the
expectations in the personal agreement of a person. The occupational fulfillment on the other
hand is higher for those people who actually comprehend a specific instigation in terms of their
connection with the organization where they are employed. The occupational fulfillment on the
other hand is the measure of the delight/ satisfaction that has been recognized with a particular
job. It has been suggested by Smith, Kendall and Hulin (2017) that the fulfillment of a work is
the volume to which a person is quite delighted and then satisfied with the work. There has
been an important research on a fulfillment of a work which consists of the objectives and the
goals deciding this specific outlook along with the organizational components. Taken for
example, the relationships with the directors, the colleagues, the work clues, the working
conditions are the organizational components. On the other hand, Nhuta and Nhuta (2017) have
said that a person having a high level of job satisfaction possess some compelling attitudes that
are close to the jobs and someone who has baffled the job possess some of the negative
behaviours regarding the job . As per the views of Niemiec and Spence (2017), the fulfillment of
work is one of the most charming kingdom with the result of an appraisal of method studies of a
person.
Mashlow’ hierarchy of need for employee motivation
The motivation of the employees has been one of the most significant and challenging
duties of the management department in an organization. The need theories actually attempt in
identifying the internal factors which can motivate the behaviors of an individuals founded on
the premises of unfulfilled needs. The needs are considered as the psychological or the
physiological insufficiencies which can provoke different types of behavioral responses. The

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beginner of the hierarchy of needs theory is Abraham Maslow. He proposed that the motivation
is the outcome of a person’ efforts for fulfilling the basic needs such as the social, the
physiological, the safety, the self-actualization and the esteem needs. The physiological needs
are those types of needs that are required for the human survival such as food, air, water,
clothing , sleep etc. A manager can easily provide these basic needs to the employees through
providing some comfortable working conditions, the necessary breaks, reasonable working
hours and others.
The safety needs on the other hand are those as safe working conditions, job security,
compensation that are required. The social needs are the senses of belonging such as
encouragement of the cooperative teamwork, promotion of a strong work-life balance . The
esteem needs are the needs for the self-respect that is more important than gaining some
admiration and respect from other people. The self-actualization needs are the needs of reaching
the full potential of a person. It is also the need of becoming whatever one is capable of which is
extremely personal. This particular need is extremely individualized and the manager of a
company can take this seriously for providing a challenging work having invited the staffs for
participating in the task of decision-making and providing some flexibility in their own jobs.
The factors of employee satisfaction
It is found that remuneration helps an employee to administer a particular context. This
specifically consolidates the variable pay and fixed pay that is attached to the levels of execution.
It has been expressed by Swanepoel et al (2014) that when the monetary and the non-monetary
rewards are provided by an employer to the employees helps them open their skills and the
endeavors in terms of fulfilling the necessities of the job to achieve the organizational targets. It
is further pointed out by Bakan and Buyukbese (2013) that compensation is one of the crucial

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aspects for the employees because it is the reason behind which people work. Khan et al (2014),
in this regard opine that the duties of the academic staffs can become enhanced and also their
satisfaction level can be gained through perceiving the effect pay. There is a number of
researchers who have provided their suggestions that the employee satisfaction is strongly related
with the opportunities of promotion and the positive relationship is established between the
employee satisfaction and the promotional opportunities.
The quality of the work is another factor of employee satisfaction. In the modern
management literature, the quality of the work has been turned into one such social issue. The
importance of the quality of work is quite subjective along with having a creative ability. Hence,
it can said agreeing with this definition that quality of the work life elaborates on the results of an
individual, the work encounters and the way it strides in assembling the individual requirements.
A hypothetical aspect has been demonstrated by Sethi (2017) in order to clarify the work quality
in life comprising of the reasonable and the satisfactory emolument, planning of the
opportunities for security and proceeded development, the organizational constitutionalism and
others. Also, according to the views of Wang, Demerouti and Blanc (2017), the transformational
leadership of the supervisor with the staffs also play a positive role in becoming happier and then
motivating them for concerning the organizational issues willingly. The abusive or the low
transformational supervision is found to be leading to a low employee satisfaction influencing
the psychological distress of the staffs to their respective jobs.
The organizational performance
The employee satisfaction plays one such significant part in accomplishing some extra
ordinary organizational performance. The organizational productiveness and the execution are
properly achieved through fulfilling the employees and then being quite sensitive to both of their

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socio-passionate and psychological requirements quite comprehensively. It is reported by
Alessandri, Borgogni and Latham (2017) that there is one such eminent connection between the
individuals and the job attitudes along with their execution. Judge et al (2017) has found that
there is one such gigantic relation between the fulfillment of the workers and the benefit , the
profitability, loyalty of the consumers.
It is further affirmed by Dekoulou (2017) that there is one such compelling connection
between the fulfillments of the essential workers along with the financial and the marketplace
performance of the organizations. The observation revealed that disappointment of the workers
for an unpleasant working environment can initiate low efficiency in terms of prompting poor
performance of the organization. Additionally, it is extremely fundamental for the department of
management to establish a workplace which encourages the higher charm levels for the workers
accounting the employee fulfillment stimulating on the confidence and reliability of the personal
building strong productivity. Hence, it can be said that all of the satisfied employees will develop
some faithful and fulfilled customers that can help in bringing higher organizational
performance. It is extremely significant for the service organizations to coordinate some
adequate resources for the programs of employee fulfillment.
Conclusion
On a concluding note it can be said that the literature review paper has reviewed and
highlighted the most practical aspects of employee satisfaction and the organizational
performance. Through the review, it is revealed that the there are many contributing factors of
the employee satisfaction leaving impact on the organizational success. T he more motivated
and satisfied the employees are, the more they can deliver to the organization with all of their

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enthusiasm and knowledge with skills. After reviewing the literature, the case of a particular
company can be analysed having examined its employee reward programs, employee training
and development provisions for anticipating the way the company will be doing in the future
days

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