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Factors Influencing Employee Job Satisfaction

In the 21st century, due to increasing complexity in the workplace environment ensuring the employee satisfaction has become quite necessary for the companies in order to increase the productivity. Satisfaction among the employees within the organization can influence the productivity rate almost 12% (Fine, Sojo Monzon and Lawford-Smith 2020). Similarly the unhappy workers can also reduce the productivity level by 10% due to their lack of interest. Managers within the organization make greater impact on creating the supportive and conductive situations for the employees. Organizational commitment is an important variable that can make significant impact on the workplace productivity (Jaworski et al. 2018). Therefore the particular research area will concentrate on critically examining the effect of employee job satisfaction on organizational productivity by considering the important factors.

Due to growing work-related complexities in organizational context, the job satisfaction level among the employees has also got affected (Al-dalahmeh, Khalaf and Obeidat 2018). Due to growing frustration along with the mental stress among the workers, lack of interest towards achieving the strategic objective and lack of involvement in fulfilling the job responsibilities are leading absenteeism for quality of work along with low productivity. Critically considering the Australian retail segment, it has been found that growing rate of absenteeism is driving poor quality of work within the workplace (Aburumman et al. 2020). Growing psychological distress among the employees is influencing the lack of job satisfaction among individuals which is making impact on the overall productivity within the organization (Jaworski et al. 2018). Therefore, it has become quite necessary to have critical understanding ability on the factors associated with employee job satisfaction in terms of maintaining the productive approach.

  • To analyze the factors associated with employee job satisfaction that makes impact on productivity.
  • To identify the effect of employee job satisfaction in terms of driving the organizational productivity rate
  • To identify the employee job satisfaction challenges faced by the Australian retail companies that has made negative impact on the productivity.
  • To propose effective strategic approach in terms of increasing the level of job satisfaction within Australian retail industry
  1. What are the factors associated with employee job satisfaction that makes impact on productivity?
  2. What is the effect of employee job satisfaction in terms of driving the organizational productivity rate?
  3. What are the employee job satisfaction challenges faced by the Australian retail companies that has made negative impact on the productivity?
  4. What will be effective strategic approach in terms of increasing the level of job satisfaction within Australian retail industry?  

Job satisfaction is being termed as an extent of individual pleasure, satisfaction and comfort levels from job. It is been defined as a positive and pleasurable emotional state that results from the appraisal of job position (Fine, Sojo Monzon and Lawford-Smith 2020). Higher job satisfaction can effectively towards the improvement of organizational productivity because decreasing the employee turnover it reduces the job stress in the modern organization. Job satisfaction can also contribute in generating positive ambiance within the workplace that is quite essential for ensuring higher revenue for the organization. Engagement, fair compensation, respect, life satisfaction and motivation are being considered as 5 components associated with the draught satisfaction in the workplace (Al-dalahmeh, Khalaf and Obeidat 2018). In the current complex business environment increasing the job satisfaction has become quite necessary for the organizations in order to ensure the high competitiveness in the market with its growing productivity.

Organizational productivity reflects the capacity of business in terms of producing the desired result within the maximum expenditure of resources (Aburumman et al. 2020). Productive ability among the employees increases their engagement in the organizational activities that can contribute in building the positive engagement of individuals within the organization. Productive culture within the organization can help introducing the frustration among employees and having strong strategic objectives, the organizations can successfully increase the organizational productivity.

The overall job satisfaction of the employees can get resulted due to the combination of different factors.

Optimal Working Conditions

Optimal working condition is being defined as an important factor associated with job satisfaction (Ameen, Ahmed and Abd Hafez 2018). Spacious work area along with adequate lighting and comfortable work stations can contribute in increasing the interest of the employees towards be more productive. Providing different productivity tools such as upgraded technologies along with strong technological infrastructure can help the employees to accomplish the task with more efficiency which can generate greater job satisfaction (Fine, Sojo Monzon and Lawford-Smith 2020).

The financial benefits are making greater impact on the job satisfaction. Fairness in employee wages structure along with the compensation they receive from the organization makes little impact on their mind. The organizations that provide opportunities to earn special incentive along with the extra pay off can bring excitement among the employees.

Organizational leadership makes greater impact in terms of raising the efforts of employment (Pang and Lu 2018). Standard leadership approach within the organization can help in improving the communication between upper and lower management level, which can indirectly contribute in enhancing the abilities of individuals. The leadership approach initiated by the managers can also contribute in increasing the interest level of employees towards achieving the strategic objectives (Al-dalahmeh, Khalaf  and Obeidat 2018).

Availability of career growth opportunities within the organization makes greater impact on the satisfaction level of the employees (Martono, Khoiruddin and Wulansari 2018). Employees get satisfied with their current job if they see the career growth path in their job role, which can help them to take more responsibilities to achieve the strategic objectives. Most of the companies encourage employees to acquire more advanced skills, which can help in improving the promotional opportunities for the employees. Employees often get paid based on their improved skills within the organization, which not only brings the monetary benefit for the employees but also it enhances growth opportunities for individuals (Jaworski et al. 2018).

It has been observed by several scholars that workplace environment makes greater impact on the satisfaction level of the employees. Depending on the satisfaction level the productivity within the organization increases by 5% and it also contributes in improving the team performance (Hauret and Williams 2019). Work environment make greater impact on the productivity because the noise conditions, air, quality, temperature, along with the lighting in the office can affect the work concentration process of the employees (Hur 2018). The characteristics of physical office environment make major impact on the behavior and perception of employees, which indirectly influences their productivity level.

Financial well being within the organization makes greater impact on the engagement of employees towards achieving the productivity (Prasetio, Luturlean and Agathanisa 2019). High inflation rate has made a major impact on the cost of living. In this situation growing expenses has created major stress on the employees, which negative impacts on the engagement of the employees towards achieving the work objective (Kotni and Karumuri 2018). The organization that follows standard wages structure can create better impact in terms of ensuring the engagement of employees towards achieving the organizational objectives. The financial incentives can also enhance the change acceptance ability among the employees. In respect to the team based prospective, team based reward and also contribute in encouraging collaboration among individuals towards increasing productivity (Collischon and Eberl 2021).

Financial Benefits

Leadership is being defined as an important element associated with organizational productivity and performance. Implementation of significant leadership approach within the workplace organizational efficiency can get increased (Prasetio, Luturlean and Agathanisa 2019). Standard leadership of roles within the workplace not only represents the collaborative behavior among individuals but also it reflects the creativity and innovation within the team. In this situation greater impact of dynamic leadership skill for enhancing the profitability and productivity within the organization has become quite prominent. Most of the scholars believe that good leaders can critically understand the situation of the employees and generating emotional support within the workplace it promotes better productivity.

The growing career opportunities within the organization can promote better efficiency Malik, Haider and Hussain 2019). Training and development programs introduced by the company can help the employees improve their career planning process. A greater creativity and innovation available within the workplace can help in improving skills of the employees that can make them more productive (Talukder 2019). Career opportunities can perform as an important motivator for the employees in the professional field, which can improve them to make more effort towards achieving the productivity target. 

Hygiene factors of job motivation have been proposed by Herzberg, where the author has stated that most of the job satisfaction factors are associated with the motivational dimensions. The two factor theory has helped in understanding the motivators for job satisfaction and secondly the job dissatisfaction factors (Riyanto, Endri  Herlisha 2021). By extending the motivation theory, Herzberg has focused on reflecting the continuous management function that can contribute in embracing the job designing process.

Herzberg’s two factor theory

Figure: Herzberg’s two factor theory

(Source: Chen 2019)

Hauret and Williams (2019) stated that in The Herzberg's concept has concentrated on highlighting company policy and administration, salary, internal organizational relationship, job security, supervision and working condition as important hygiene factors depending on which both the satisfaction and dissatisfaction get decided. Along with that, Collischon and Eberl (2021) stated that while describing the motivators associated with this theory achievement, work recognition and responsibility have been considered as important influential factors associated with job satisfaction.

The job satisfaction model is being designed for reflecting the characteristics those influences the outcome of the performance, satisfaction and motivation within the workplace. In the year 1976 particular model was designed by Hackman and Oldham. By including five Major characteristics the particular model has been designed that includes the skill variety, task identities, feedback, autonomy and task significance.

Job characteristics model

Job characteristics model

(Source: Choi and Ha 2018)

Skill variety makes greater level of impact in job satisfaction because it focuses towards represent individuals’ engagement towards managing the wide range of activities that requires different skill. Task identity helps the employers to identify the strength area associated with the employees’ work (Ezeamama 2019). Understanding the task significance can make greater impact on the people. Autonomy can be seen, when the employees can get the freedom to decide what method that they want to select. Feedback sharing ability can also bring greater impact on representing the positive job characteristics because here reflecting the standard method of communication between the upper and lower level of management, the job satisfaction can be ensured.

Organizational Leadership

Reference-Group Theory

The reference group theory is quite relevant in terms of a presenting the level of job satisfaction. The particular theory helps in presenting the social explanation for differences among the workers' satisfaction (Shobe 2018). The reference group theory mainly provides the conceptual framework that assumes the individuals attitude self appraisal and value those are the in shape depending on the support provided by the organization (Leyne 2019). The particular theoretical explanation helps in providing individuals view point towards the world. The particular theory focuses on representing job satisfaction as an important area that gets influenced depending on its ability to meet the interest and desires of individuals. The particular theoretical approach helps in identifying both the inputs and outputs from the job role and depending on this the job satisfaction is being influenced.

Herzberg theoretical analysis has played greater impact in terms of representing the job satisfaction elements. In the Herzberg two factor theory the author has modified the Maslow motivation theory in terms of providing the perspective of employees based on the workplace opportunities. Herzberg theoretical work can help in improving the knowledge and understanding on job satisfaction elements. The particular theoretical approach can be implemented in terms of gaining deeper insights on the employee motivation factors that can help in relating the outcomes with organizational activities. Secondly, the job characteristics model is also quite relevant with the research topic because here it can concentrate on critically examine the factors associated with job satisfaction process and making a significant linked with the elements of this theory. The theoretical analysis can also contribute in supporting all model of the research paper. Lastly increase of representing the reference group based theory, it can be stated that focusing on sharing significant knowledge on the motivation and satisfaction influencing factors, the particular analysis can contribute in highlighting the importance of organizational support in terms of strengthening the job satisfaction.

Conceptual Framework

In the above conceptual map, different factors associated with employee job satisfaction have been reflected and the influences of those factors on organizational productivity through employee motivation will be established in this research project.

H0: Job satisfaction does have impact on organizational productivity

H1: Leadership does have impact on organizational productivity

H2: Financial benefits have positive impact on organizational productivity

H3: Organizational environment have positive impact on organizational productivity

H4: Career growth opportunities have positive impact on organizational productivity

Concept

Positive /negative relationship

With

References

Leadership

+

Organizational productivity

Sahibzada, U.F., Jianfeng, C., Latif, K.F., Shafait, Z. and Sahibzada, H.F., 2022. Interpreting the impact of knowledge management processes on organizational performance in Chinese higher education: mediating role of knowledge worker productivity. Studies in Higher Education, 47(4), pp.713-730.

Financial benefits

+

Fine, C., Sojo Monzon, V. and Lawford-Smith, H., 2020. Why does workplace gender diversity matter? Justice, organizational benefits, and policy.

Workplace environment

+

Taheri, R.H., Miah, M.S. and Kamaruzzaman, M., 2020. Impact of working environment on job satisfaction. European Journal of Business and Management Research, 5(6).

Career development

+

Al-dalahmeh, M., Khalaf, R. and Obeidat, B., 2018. The effect of employee engagement on organizational performance via the mediating role of job satisfaction: The case of IT employees in Jordanian banking sector. Modern Applied Science, 12(6), pp.17-43.

Concepts

Variable type

Measurement

Reference

Job satisfaction

Independent variable

You are getting both monetary and non monetary benefits.

You are happy with your growth.

You are getting opportunity to improve yourself.

Pang, K. and Lu, C.S., 2018. Organizational motivation, employee job satisfaction and organizational performance: An empirical study of container shipping companies in Taiwan. Maritime Business Review.

Organizational productivity

Dependent variable

You are contributing in increasing organizational productivity.

The company is facing major growth in every year/

Muterera, J., Hemsworth, D., Baregheh, A. and Garcia-Rivera, B.R., 2018. The leader–follower dyad: The link between leader and follower perceptions of transformational leadership and its impact on job satisfaction and organizational performance. International Public Management Journal, 21(1), pp.131-162.

Leadership

Independent variable

Your organization follows good communication approach.

Sahibzada, U.F., Jianfeng, C., Latif, K.F., Shafait, Z. and Sahibzada, H.F., 2022. Interpreting the impact of knowledge management processes on organizational performance in Chinese higher education: mediating role of knowledge worker productivity. Studies in Higher Education, 47(4), pp.713-730.

Financial benefits

Independent variable

You are happy with the compensation and bonus provided by the company.

Martono, S., Khoiruddin, M. and Wulansari, N.A., 2018. Remuneration reward management system as a driven factor of employee performance. International Journal of Business & Society, 19.

Career opportunity

Independent variable

You are getting scope to improve your skills.

Jaworski, C., Ravichandran, S., Karpinski, A.C. and Singh, S., 2018. The effects of training satisfaction, employee benefits, and incentives on part-time employees’ commitment. International Journal of Hospitality Management, 74, pp.1-12.

Workplace environment

Independent variable

You feel comfortable to work in the organization.

The healthy and safety protocols are being followed in your company

Taheri, R.H., Miah, M.S. and Kamaruzzaman, M., 2020. Impact of working environment on job satisfaction. European Journal of Business and Management Research, 5(6).

The study has been formulated for referring several publications that are associated with the investigation area. The particular study has been formulated on the Australian retail environment and it has mainly focused on explaining the impact of job satisfaction on the organizational productivity by critically considering the Australian retail environment. The study will critically consider leadership financial benefits, organizational environment and career opportunities are important considerable areas in this research project.

The deductive research design will be considered in this particular research project because in the initial stage the secondary data will be collected in terms of establishing the theoretical background of the research paper (Bresler and Stake 2017). The literature review section in this research paper will mainly focus on considering the definitions associated with employee job satisfaction, organizational productivity and others. The current conceptual model in this particular research project will also focus on suggesting the hypothesis those will be required for testing the outcome. By illustrating the potential relationship between the variables in the conceptual model the hypothesis has been formulated in this research project reflecting different types of relationship. In the literature review section the researcher has used previously formulated theoretical models and concepts. Hence, the application of the deductive research design will be appropriate in this particular research project.

Availability of Career Growth Opportunities

The particular research paper will be formulated by considering the quantitative data analysis method where the primary data will be collected based on the large responding sample size. In this particular research project 200 sample size will be suitable. The structured questionnaire will be considered for analyzing the primary data that will be collected by conducting survey. Google survey form will be used for collecting the primary data and the finding will be represented using different charts and diagrams. Depending on the results collected from the analysis, the conclusion of the study will be drawn.

Data type: Primary and secondary data

Data collection tools: survey method will be selected with Questionnaire

The research paper will mainly focus on gathering the information from primary sources. Total 200 employees who are working in the Australian retail organizations will be selected for conducting the survey method. Depending on the chosen factors such as leadership, work environment, financial benefit and career opportunities available within the organizations, the questionnaire for the survey will be constructed.

The questionnaire will be developed by using the quantitative data analysis method, where the online as well as direct survey will be conducted. Online survey will be conducted by using the Google form, where sharing the link of Survey with the respondents through email, the data will be gathered for this research paper. Using the electronic method the questionnaire will be shared with individuals and using the wide range of participants, the researcher will try to avoid the bias in this research project. Along with that the certain numbers of questionnaires will be printed and delivered to the employees directly who are working near the university campus retail store.

Research population is being referred as an an important term that represents the group, which is related to the research and has common set of characteristics. Identifying the potential target population for the research project can significantly contribute in improving the efficiency of the research paper. In the research paper the personal information such as work experience, age, gender and academic level of the participants will be analyzed. The study will specifically focus on Australian retail Industry for understanding different experiences gathered by the employees during their work. In this research project the people who will be involved can be from diverse background.

Sample size: selection of appropriate sample size can be considered as an important responsibility of the researcher. Depending on the selection of sample size the entire outcome of the research paper can get influenced. In this research project the sample size will be 200 and the confidence level will be 0.05. The decision associated with the sample size will also reflect the sample quality in this paper. There for selection of wide range of calculating method, the potential sample size will be selected.

In this research paper, due to availability of employee access, based on the probability sampling method the data will be gathered. In this research project potential target respondents will be chosen by using the simple random sampling method. The particular sampling method will be suitable in order to gather the information from large target population. Appointments for the survey will be made through email. In order to gather evidences for this research paper the researcher may face challenges in order to convince the participants. In order to gather the evidences the researcher will follow strict ethical format. The participants will get the opportunity to withdraw their participation at any point of time. Confidentiality of the personal information of participants will be maintained. Before starting the server process ethical consent form will be shared with individuals where the main purpose of this research paper will be clearly presented to the participants.

Workplace Environment

In this research project the online questionnaire will be shared with the participants by using the emails. Technique will significantly contribute in avoiding the untargeted respondents. The questionnaire will also be printed and delivered to the employees.

Data analysis is being defined as the most significant part in a research project. The SPSS statistics will be used for analyzing the data. The data exploration will initially focus towards describing the distributional properties in terms of identifying the usual observations that can potentially affect the analysis process (Bresler and Stake 2017). In order to be specific the multiple linear regression process will be considered in this research paper the impact of independent variables on the dependent variables can be. Using the t-test, the set of independent variables can be predicted.

The current study has been designed for identifying the current situation related to the experiences of employees in Australian retail environment. The study will focus on analyzing the impact of job satisfaction on the organizational productivity by critically considering the Australian retail companies. Verifying different hypothesis associated with the particular research paper the core goal of this research will be established by using descriptive research design. In order to reflect the practical information associated with the current situation, positivism philosophical approach will be considered.

Formulating a clear budget for processing the research project is an important activity that needs to be considered by the researcher as priority. The research establishment and the survey would take the direct questionnaire and online questionnaire shearing process. Maximum section of the research project will be cost free due to the availability of Internet and data in the university library. The development of online questionnaire will be coach free and conducting the online survey will also be cost free. However the cost spending will be required for the transportation and the printing process. The server will not be provided any kind of incentive and as the study will be conducted based on the voluntary participation; in that case the particular process will be cost free.

Task Name

Duration

Start

Finish

Cost

Research Project

57 days

25/11/22

Fri 08/02/23

$1,000.00

   Topic Selection

9 days

 25/11/22

Tue 07/12/22

$0.00

      Research on the topic area

2 days

25/11/22

26/11/22

$0.00

      Discussion of the topic with professor

3 days

29/11/22

01/12/22

$0.00

      topic confirmation

4 days

02/12/22

07/12/22

$0.00

   Milestone 1: Topic Selected

0 days

07/12/22

07/12/22

$0.00

   Secondary data collection

15 days

08/12/22

Tue 28/12/22

$400.00

      Search for articles, peer reviewed journals and online articles

4 days

08/12/22

13/12/22

$0.00

      Appropriate resource selection

6 days

14/12/22

21/12/22

$400.00

      research layout designing

5 days

22/12/22

28/12/22

$0.00

   Milestone 2: Secondary data collected

0 days

28/12/22

28/12/22

$0.00

   Literature review

12 days

29/12/22

13/01/23

$0.00

      Critical examination of data collected

4 days

29/12/22

03/01/23

$0.00

      annotated bibliography preparation

3 days

04/01/23

06/01/23

$0.00

      preliminary literature review development

5 days

07/01/23

13/01/23

$0.00

   Milestone 3: Literature review completed

0 days

13/01/23

13/01/23

$0.00

   Research methodology and Analysis

3 days

14/01/23

18/01/23

$0.00

      Selection of the Appropriate Research Techniques

1 day

14/01/23

14/01/23

$0.00

      Validate the methods

1 day

17/01/23

17/01/23

$0.00

      Check for reliability

1 day

18/01/23

18/01/23

$0.00

   Milestone 4: Research methods selected

0 days

18/01/23

18/01/23

$0.00

   Data collection from primary sources

2 days

19/01/23

20/01/23

$600.00

      collect data by conducting survey through both online and offline medium

1 day

 19/01/23

19/01/23

$500.00

      Data analysis using SPSS

1 day

20/01/23

20/01/23

$100.00

   Milestone 5: primary data collected and analyzed

0 days

20/01/23

20/01/23

$0.00

   Conclusion of the Study

16 days

21/01/23

11/02/23

$0.00

      Formation of Rough Draft

4 days

21/01/23

26/01/23

$0.00

       Discuss with the lecturer

4 days

31/01/23

05/02/23

$0.00

       Submission of Final Work

2 days

06/02/23

08/02/23

$0.00

       Milestone 5: Project concluded

0 days

08/02/23

08/02/23

$0.00

Activities

1st week

2nd week

3rd week

4th week

5th week

6th week

7th week

8th week

Selection of the topic

Data collection from secondary sources

Creating layout

Literature review

Research methodology and analysis

Findings of the data from survey

Collection of Email addressed from participants

Sending Ethical form

Getting approval

Sharing questionnaire and collecting data

Analysis of the data using SPSS analysis 

Conclusion of the study

Formation of draft

Submission of final work

Conclusion

In the summary of the above analysis it can be stated that the chosen methods will be significant in terms of achieving the research objectives. Using the chosen methodological Framework the researcher will get the ability to get critical understanding and knowledge on the topic variables that can be utilized throughout the research project. Due to higher dependency on the primary data the researcher may face disappointing situation while gathering evidences from the participants. Time and cost limitation can also create challenges for the researcher in terms of completing the entire research project. As the time is very less compared to the research area in that situation the online survey method can not only help in reducing the cost but also it can contribute in reducing the time of operation. The researcher has awarded to use the complicated software all complicated data analysis method in order to ensure the simplicity of this research project. The sole purpose of this research project will be addressing the academic purpose. The study has mainly concentrated on critically examine the impact of employee job satisfaction on organizational productivity by considering Australian retail environment, hair the factors that have been linked with the research area can enhance scope for future researchers to conduct research on those topics. Rather than using vast information the researcher will try to be more specific on the retail industry in order to maintain the authenticity of the paper. The data security will be strictly followed in this research paper which can help that father searches to use this paper as initial framework for conducting father research.  

Reference:

Aburumman, O., Salleh, A., Omar, K. and Abadi, M., 2020. The impact of human resource management practices and career satisfaction on employee’s turnover intention. Management Science Letters, 10(3), pp.641-652.

Al-dalahmeh, M., Khalaf, R. and Obeidat, B., 2018. The effect of employee engagement on organizational performance via the mediating role of job satisfaction: The case of IT employees in Jordanian banking sector. Modern Applied Science, 12(6), pp.17-43.

Al-dalahmeh, M., Khalaf, R. and Obeidat, B., 2018. The effect of employee engagement on organizational performance via the mediating role of job satisfaction: The case of IT employees in Jordanian banking sector. Modern Applied Science, 12(6), pp.17-43.

Alrawahi, S., Sellgren, S.F., Altouby, S., Alwahaibi, N. and Brommels, M., 2020. The application of Herzberg's two-factor theory of motivation to job satisfaction in clinical laboratories in Omani hospitals. Heliyon, 6(9), p.e04829.

Ameen, A.M., Ahmed, M.F. and Abd Hafez, M.A., 2018. The impact of management accounting and how it can be implemented into the organizational culture. Dutch Journal of Finance and Management, 2(1), p.02.

Bresler and Stake, R.E., 2017. Qualitative research methodology in music education. In Critical Essays in Music Education (pp. 113-128). Routledge.

Carpenter, D., Young, D.K. and McLeod Michele, A., 2018. IT career counseling: are occupational congruence and the job characteristics model effective at predicting IT job satisfaction?. Journal of Information Systems Education, 29(4), pp.225-238.

Chen, Z., 2019. How the choice of reference group matters: Economic integration of rural-to-urban migrants in China. Journal of Ethnic and Migration Studies, 47(19), pp.4428-4456.

Choi, Y. and Ha, J., 2018. Job satisfaction and work productivity: The role of conflict-management culture. Social Behavior and Personality: an international journal, 46(7), pp.1101-1110.

Clandinin, D.J., Cave, M.T. and Berendonk, C., 2017. Narrative inquiry: a relational research methodology for medical education. Medical Education, 51(1), pp.89-96.

Collischon, M. and Eberl, A., 2021. The link between relative pay and job satisfaction revisited. European Sociological Review, 37(2), pp.238-252.

Cuervo?Cazurra, A., Mudambi, R., Pedersen, T. and   Piscitello, L.,2017. Research methodology in global strategy research. Global Strategy Journal, 7(3), pp.233-240.

Daniel, B.K. and Harland, T., 2017. Higher education research methodology: A step-by-step guide to the research process. Routledge.

Ezeamama, I.G., 2019. Job satisfaction and employee productivity in Anambra state Nigeria. European Journal of Research in Social Sciences Vol, 7(2).

Fine, C., Sojo Monzon, V. and Lawford-Smith, H., 2020. Why does workplace gender diversity matter? Justice, organizational benefits, and policy.

Fine, C., Sojo Monzon, V. and Lawford-Smith, H., 2020. Why does workplace gender diversity matter? Justice, organizational benefits, and policy.

Fletcher, A.J., 2017. Applying critical realism in qualitative research: methodology meets method. International journal of social research methodology, 20(2), pp.181-194.

Hauret, L. and Williams, D.R., 2019. Relative income and pay satisfaction: Further evidence on the role of the reference group. Journal of Happiness Studies, 20(1), pp.307-329.

Hickson, H., 2016. Becoming a critical narrativist: Using critical reflection and narrative inquiry as research methodology. Qualitative social work, 15(3), pp.380-391.

Hur, Y., 2018. Testing Herzberg’s two-factor theory of motivation in the public sector: is it applicable to public managers?. Public Organization Review, 18(3), pp.329-343.

Jaworski, C., Ravichandran, S., Karpinski, A.C. and Singh, S., 2018. The effects of training satisfaction, employee benefits, and incentives on part-time employees’ commitment. International Journal of Hospitality Management, 74, pp.1-12.

Kotni, V.D.P. and Karumuri, V., 2018. Application of Herzberg two-factor theory model for motivating retail salesforce. IUP Journal of Organizational Behavior, 17(1), pp.24-42.

Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications Limited.

Ledford, J.R. and Gast, D.L., 2018. Single case research methodology: Applications in special education and behavioral sciences. Routledge.

Leyne, M., 2019. The Teachers' Adherence to Deped's Promotion Criteria, their Job Satisfaction and Productivity: An Assessment. Ascendens Asia Journal of Multidisciplinary Research Abstracts, 3(2K).

Malik, M., Haider, Z. and Hussain, A., 2019. Perceived emotional intelligence, work life balance and job satisfaction among healthcare professionals in Pakistan. International Journal of Pharmaceutical Research & Allied Sciences, 8(2), pp.80-86.

Martono, S., Khoiruddin, M. and Wulansari, N.A., 2018. Remuneration reward management system as a driven factor of employee performance. International Journal of Business & Society, 19.

Muterera, J., Hemsworth, D., Baregheh, A. and Garcia-Rivera, B.R., 2018. The leader–follower dyad: The link between leader and follower perceptions of transformational leadership and its impact on job satisfaction and organizational performance. International Public Management Journal, 21(1), pp.131-162.

Ndlovu-Gatsheni, S., 2017. Decolonising research methodology must include undoing its dirty history. Journal of Public Administration, 52(Special Issue 1), pp.186-188.

Ørngreen, R. and Levinsen, K., 2017. Workshops as a Research Methodology. Electronic Journal of E-learning, 15(1), pp.70-81.

Pang, K. and Lu, C.S., 2018. Organizational motivation, employee job satisfaction and organizational performance: An empirical study of container shipping companies in Taiwan. 

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