Research Methods: Work Environment and Job Dissatisfaction Analysis

This research proposal investigates the association between the work environment and employee job dissatisfaction. It begins with an introduction highlighting the challenges organizations face in retaining employees in a competitive environment. The literature review examines existing studies on the impact of work environment factors like working hours, job security, and relationships with coworkers on job satisfaction. Gaps in the literature are identified, particularly the need to understand specific work environment factors and employee perceptions. The research questions focus on identifying current work environment factors, employee perceptions of dissatisfaction, and the link to personal motivators. The proposal aims to evaluate work environment factors, identify causes of dissatisfaction, and consider personal motivators using a qualitative research approach involving surveys with managers and employees. The study is motivated by high employee turnover rates and aims to improve organizational performance by enhancing employee satisfaction and motivation. The data collection method involves self-administered survey questionnaires. References to key studies are provided, supporting the research's focus on the impact of work environment on employee job satisfaction and the importance of addressing factors such as workload, supervisor behavior, and opportunities for growth.

Running head: RESEARCH METHODS
Research methods
Name of the student:
Name of the University:
Author’s note:

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Introduction:
Business organization and its work environment is constantly changing and evolving with
time. In the era of intense competition, satisfying employees and encouraging them to cope with
a changing environment is a challenging task. Organizations who want to promote efficiency and
productivity pays lot of attention to providing good working environment and fulfilling the needs
of employees. However, employee express dissatisfaction in their job because of work pressure,
poor support in workplace, poor salaries and promotion option and little flexibility in their role
(Raziq and Maulabakhsh 2015). Apart from work environment factors, there are many other
reasons for employee’s dissatisfaction with the job. This many include monotonous work, low
motivation, poor team management and leadership style (Mowday et al. 2013).
The main aim of this research proposal is to identify the association between work
environment and employee’s dissatisfaction with their job. The main focus is on reviewing
current literature related to job dissatisfaction due to work environment and find the gap to
proceed with further research on the topic. Only work environment factors and not other factors
is considered for this research proposal because many workplace pay less importance to work
environment for enhancing employees performance. However, conducting research to identify
the association between work environment and job dissatisfaction in employees is necessary to
understand the work environment factors to enhance employee’s satisfaction with their job. The
outcome of the research would help to identify the needs of employees in workplace and provide
them good working environment to increase productivity of the organization.

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Findings from literature review:
Before proceeding with the research topic, reviewing the current literature is necessary to
identify what has been covered about employee’s job dissatisfaction and find any gap or any
unanswered question in the research study. The research by Raziq and Maulabakhsh (2015)
investigated about the impact of work environment on job satisfaction by means collecting data
from a self-administered questionnaire with employees. The quantitative study revealed positive
association between work environment and job satisfaction. Employees working in all sectors
expressed that work environment played an important role for them in achieving satisfaction
with their job. The major concern among employees related to work environment included
working hours, job security, esteem needs, relationship with coworkers and top management of
the company. On other hand, extrinsic rewards were found to enhance motivation of employees
and their satisfaction level with the job. Hence, the study gave the idea that positive relationship
in workplace along with providing opportunities to employee helps to fulfill both their esteem
needs and increasing the satisfaction with their jobs. However, the gap in the study is that it did
not studied about the work environment factors that is needed to enhance job satisfaction level,
hence in future research it would be necessary to investigate about the employee’s perception
regarding the environmental factors they perceive as important for continuing with their job.
Another study was useful in presenting the conceptual model of working environment
and the job satisfaction. According to this model, good working environment is dependent on the
parameter of working hours, job safety, esteem needs of employees and top management. In
addition, job satisfaction was reflected from the element of employee loyalty, commitment level,
performance and efficiency, productivity and sense of ownership in workplace (Sell and Cleal
2011). The research by (Bakotic and Babic 2013) also investigated about the relationship

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between working condition and job satisfaction. The study explained that employees mostly
prefer safe and pleasant working conditions in their workplace. The researcher categorized
workers into two groups- those who worked in pleasant working conditions and those worked in
difficult working conditions. The main purpose of research was to evaluate the difference in
overall job satisfaction between the above two group of employees and why such difference
exist. The results of the empirical research revealed that no difference is found between the
overall job satisfaction level of two group of workers. However, employees were found to be
have more satisfaction level while working in administration work compared to working in
difficult conditions. Hence, the conclusion from this study was that improving working condition
of employees particularly those who work in hazardous conditions is critical for job satisfaction.
Therefore, in future more action will be required in improving safety provisions at workplace,
training workers and providing adequate protective equipment to fulfill their needs of safety and
security in the job.
Many other empirical studies confirmed about the positive association between work
environment and job satisfaction. The research by (Jain and Kaur 2014) evaluated the work
environment of Dominos pizza to determine the impact of its environment on job satisfaction.
The main focus of the study was to evaluated the current satisfaction level of employees, identify
factors affecting work environment and the impact of work environment on job satisfaction. The
review of employee’s perception related to job satisfaction revealed that workload and overtime
was a major cause of dissatisfaction for employees. Secondly, the behavior of supervisor was the
cause of discontentment among employees. Fatigue and boredom was a cause of low motivation
in job. Hence, the study presented that certain environmental factors are the cause of changing
attrition rate and job satisfaction level in employees. However, the study lacks information

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regarding the steps that organizations can take to reduce boredom and fatigue in employee and so
more research work would be required in this area.
The above literature mainly focused on evaluating the impact of work environment on
job satisfaction, however there was literature to assess employee’s motivation at work place. The
work by Dartey-Baah and Amoako, (2011) is important in this regard as it applied the
Herzberg’s two factor theory to identify the factors that satisfy or dissatisfy employees in their
job. According to Herzberg, satisfaction is dependent on hygiene factor of company policy,
interpersonal relationship with supervisors and peers, personal life, working condition and job
security. In addition, motivator factors include contentment with the job and possibility of
personal growth and responsibility. The research done on Ghananian workers revealed that
neither motivator nor hygiene factor is needed to address dissatisfaction with the job. Instead it is
dependent on effectively blending both the factors to make it suitable to the needs of employees.
Hence, striking balance between both this factors is necessary to improve performance and
commitment of employees and enhance their motivation level in job.
Research question and research objective:
By reviewing the literature related to the association between the work performance and
job satisfaction, several gaps in past studies has been identified. For instance, there was a lot of
focus on impact of work environment on job satisfaction, however the research did not
considered the type of work environment or factors present currently in organizations. Secondly,
biasness in result were also found because the other motivational factors of employees that could
have led to poor job satisfaction level was considered in studies. Therefore, this research
proposal focuses on the following question:

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 What are the current level of environment factors (such as salaries, perks, opportunities
and interpersonal relationship with peers and managers) present in workplace to retain
employees and enhance their satisfaction with the job?
 What are the perception of employees regarding the cause of dissatisfaction in their
work place?
 Is the job satisfaction level linked to personal motivator factors too?
 What are the future plans of organization or recommendation to improve job satisfaction
level and improve their performance in the job?
The main objective of the research proposal is to evaluate the work environment factors
present in organization to retain employees and identify the causes of dissatisfaction with job by
considering the personal motivator factors of employees too.
Motivation for current research:
This research is motivated by the high turn over rate or attrition rate currently witnessed
in workplace. Such high turnover rate mainly occurs due to the poor working condition and
dissatisfaction with the job. Having a dissatisfied worker is a risk to the organization because
such employees lack commitment and motivation to give their best in their job and absenteeism
and poor performance becomes common. The ultimate effect is seen on the organizational
performance too as productivity is hampered and efficiency of work is significantly disturbed
(Bakotic and Babic 2013). Therefore, this issue was a motivation for me to conduct this study.
This study will help to evaluate the attitude of employees towards their job and their perception
about work place. This will help rationalize their behavior and performance in work place. The
finding of this research will also help to find out the provisions that is necessary to improve

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organization performance and adds rewards or other strategies to improve the experience of
employees while working.
Data collection method and feasibility of the research:
` The main purpose of the research proposal is to evaluate the current work environment
factors present to retain employees in their job and evaluate the perceptions of employees
towards satisfaction or dissatisfaction with their job. To get answer to the research question,
qualitative research study will be used by means of self-administered survey questionnaires. The
interview will be done with managers and employees of private business organization. The data
will be collected by sending online questionnaires to the employees and managers and recording
their response on the basis of different theme as mentioned in the conceptual model of work
environment and job satisfaction. The use of open ended and close ended questionnaire will help
to determine the percentage of employees who are dissatisfied with their job and the work
environment factors that caused dissatisfaction. Secondly, the response regarding future action to
improve employee satisfaction level will promote positive changes in organization and improve
organizational performance. The feasibility of the survey based research is high because all
ethical requirement will be met and the online mode of survey will not cause any convenience
and the participants can easily provided their response.

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Reference
Bakotic, D. and Babic, T., 2013. Relationship between working conditions and job satisfaction:
The case of croatian shipbuilding company. International Journal of Business and Social
Science, 4(2).
Dartey-Baah, K. and Amoako, G.K., 2011. Application of Frederick Herzberg's Two-Factor
theory in assessing and understanding employee motivation at work: a Ghanaian
Perspective. European Journal of Business and Management, 3(9), pp.1-8.
Jain, R. and Kaur, S., 2014. Impact of work environment on job satisfaction. International
Journal of Scientific and Research Publications, 4(1), pp.1-8.
Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The
psychology of commitment, absenteeism, and turnover. Academic press.
Raziq, A. and Maulabakhsh, R., 2015. Impact of working environment on job
satisfaction. Procedia Economics and Finance, 23, pp.717-725.
Sell, L. and Cleal, B., 2011. Job satisfaction, work environment, and rewards: Motivational
theory revisited. Labour, 25(1), pp.1-23.

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