The study is having in depth discussion about the job satisfaction and employee performance relation (Artz and Kaya, 2014). There is also a discussion about the impact of job satisfaction of individual on their performance.
1.1 Aims of study
The aim of the study is to analyze the relationship among employee performance and their job satisfaction level. On the other hand, the aim of research is to analyze the relation among productivity of employee and their job satisfaction level.
1.2 Objective of study
The main objective of this study is as –
- To analyze the positive relationship among the job satisfaction level and performance level of employee
- To determine whether employees are motivate or their job satisfaction level is affected from intrinsic or extrinsic job rewards
- The reason behind employee leaving job and their low level of job satisfaction
- To analyze the influence of age, gender and other factor on job satisfaction.
H0 – Job satisfaction and employee performance are related to each other
H1 – Job satisfaction and employee performance are not related to each other
2 Literature review
As mentioned by Castaneda and Scanlan (2014), employee satisfied from his job and other factors will always performance better. In addition to this, this part of research study is having brief discussion about job satisfaction and its importance.
2.2 Relation between job satisfaction and employee performance
As stated by Gordon and Miller (2012), job satisfaction level of individual is dependent various factors. That is, attitude, external and internal environment of organization. On the other hand FuraÌŠker et al. (2012) stated, job satisfaction is dependent on different rewards and awards. For example, suppose, if any employee is having high level of job satisfaction, then performance level will also be high. Similarly, any employee is facing problem regarding workplace environment and other. The job satisfaction level will be low and the performance level will also be low. In context to this Haile (2015) stated, job satisfaction affect the attitude of individual towards their job.
As mentioned by Pugno (2013), there are various factors which affect the job satisfaction of employees. Some of the major factors are; supervision, inspections, workplace environment, promotion, salary and others. On the other hand Haile (2015) commented, job satisfaction can be increased with the help of proper reward and environment. The high level of job satisfaction will also help organization to increase their profitability and productivity. As commented by Ray and Rizzacasa (2014), job satisfaction of individual is dependent on expectation of managers. That is, if manager is having high level of expectation then employee performance will be affected.
2.3 Impact of job satisfaction on employee performance
In context to this Artz and Kaya (2014) stated, job satisfaction and performance of employee are interrelated to each other. The main reason behind it is, if employee job satisfaction level is high, performance is also high. On the other hand, if employee is dissatisfied from his job, then the performance level will also be affected. In addition to this Haile (2015) commented, job satisfaction level of individual is dependent on internal and external factors. The job satisfaction level is also depends on the reward and award system of the organizations. In addition to this, it is also dependent on workplace environment and coordination among the employees.
The job satisfaction level represents the level of loyalty and concern towards his/ her job. On the other hand, employee performance is dependent on job satisfaction and similar factors.
3. Research Methodology
This part is having discussion about the research method and data collection method adopted by researcher. On the other hand, the section is also having discussion about the limitation regarding the study. As mentioned by Haile (2015), the limitation help researcher to complete study in proper manner.
3.2 Research method/ approach
The research method adopted by researcher regarding this study is secondary research method. In context to this Artz and Kaya (2014) stated, secondary research method is completed by collecting data from other sources like internet. The main sources of information collection in this study are different online articles, journals and others.
3.3 Data collection
The data collection methods adopted in this study is secondary and primary data collection method. Primary data is collected by interviewing 10 employees of organization and 10 managers of same organization. On the other hand, secondary data is collected with the help of online articles and journals.
The main limitation regarding research was time limitation and information. That is, the time allocated for research was limited.
Job satisfaction is related to emotion and affection feeling of individual present in organization. And job satisfaction improves the performance level of individual as well as organization.
Artz, B. and Kaya, I. (2014). Job insecurity and job satisfaction in the United States: the case of public sector union workers. Industrial Relations Journal, 45(2), pp.103-120.
Castaneda, G. and Scanlan, J. (2014). Job Satisfaction in Nursing: A Concept Analysis. Nurs Forum, 49(2), pp.130-138.
FuraÌŠker, B., HaÌŠkansson, K. and Karlsson, J. (2012). Commitment to work and job satisfaction. New York: Routledge.
Gordon, M. and Miller, V. (2012). Conversations about job performance. [New York, N.Y.] (222 East 46th Street, New York, NY 10017): Business Expert Press.
Haile, G. (2015). Workplace Job Satisfaction in Britain: Evidence from Linked Employer-Employee Data. LABOUR, p.n/a-n/a.
Pugno, M. (2013). Job Performance and Job Satisfaction: An Integrated Survey. SSRN Journal.
Ray, R. and Rizzacasa, T. (2014). Job satisfaction.