This study explained the nature of relationship between job satisfaction and job performance of the middle level employees of Pakistan banking sector. Pakistan economy was facing economy crises last 30 years and banking sector was showing instability since 2005. This study helps the measure the job performance effectiveness by the job satisfaction so banks can improve their performance by satisfying their employees. For the measurement of the job satisfaction and job performance, two models were considering to analysis the nature of relationship between them. Demographic factors such as age, gender, salary and expenses were use to show the background of the respondents. Analysis of these factors showed that employees in early stages of careers are more satisfied then older employees and they performed also better than those employees.
Employee participation in managerial decision making is claimed to influence the performance of the organization positively however the absence of employees’ involvement in managerial decision-making process could result in job dissatisfaction which probably could lead to lack of employee citizenship behavior. This book examines the influence of employee participation in managerial decision making on job satisfaction and organizational citizenship behavior in Awassa Textile S.C. Moreover, it addresses the variation in the degree of participation in relation to employee demographic characteristics.
The main aim of this book is to assess Employees' job satisfaction and its influence on the performance of worker or employees. Employee satisfaction has got considerable attention and has become prime issue for the organization desiring to stay in business, to satisfy their customer, to maximizing profit or to gain competitive advantage.In the analysis, it is found that there is a positive relationship between job satisfaction and employees’ work performance. That is high level of fair promotion, reasonable pay system and good working condition leads to high level of employees’ performance.
“Contented Employees are productive employees”. Job satisfaction is in regard to one’s feelings or state-of-mind regarding to the nature of their work. Job satisfaction can be influenced by a variety of factors, e.g., the quality of one’s relationship with their supervisors, the quality of the physical environment in which they work, the service that is rendered to the employee, degree of fulfillment in their work etc. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. To my knowledge, there is no strong acceptance among researchers, consultants, etc. that increased job satisfaction produces improve job performance – in fact, improved job satisfaction can sometimes decrease job performance. Therefore, the purpose of this book is to provide great understanding of the research on this topic and give recommendations related to the major practitioner knowledge gaps.
Revision with unchanged content. In the last years, organisations have invested considerable resources into programs that enhance the satisfaction of their personnel. The implicit proposition underlying these activities is that content employees lead to content clients. Employee satisfaction is expected to result in better working performance including politeness, positive non-verbal behaviour, respect, and cooperativeness in the employee-customer interaction. In the interaction process customers may affect the satisfaction of employees. This publication focuses on the following questions: Is there an influence of customer satisfaction on employee satisfaction? Does employee satisfaction have an impact on customer satisfaction? Is there an interrelation between customer satisfaction and employee satisfaction? The target audience of this publication are decision makers in human resources departments and marketing departments, managers in customer oriented organisations, as well as researchers in the areas of economics and psychology.
Job satisfaction is broadly discussed in the context of organizational behavior. Many works perform on the job satisfaction that decreases the rate of turnover and absenteeism. Many researcher focuses on the organizational behavior have assigned broad reflection of job satisfaction of employee, organization performance and motivation. The above mention three variables are interdependent. The relations among motivation, job satisfaction and organizational performance can be observed: Sometime the employees are not motivated by the same variables. Some employees motivated or satisfy by achieving responsibility. Some motivated or satisfied by achieving promotion and authority. Motivation is a thing that only influences those individual they are capable for this; on the other side motivation does not influence the incompetent individuals.
Is it true that satisfied employees demonstrate a higher level of service performance? What can raise employees' job satisfaction and what aspects of job are valuable for staff? In contemporary competitive environment these questions are of current interest of researchers and businesses. This book incorporates theoretical background covering this issue and presents a research conducted in a Russian Bank. Due to their constant contact with customers, front-line employees have been selected for survey. Firstly, employees' job satisfaction was studied with focus to intrinsic and extrinsic factors that affect the general job satisfaction. Secondly, service performance was measured by combination of self-assessed method and the company's reports. And, finally, the relationship between job satisfaction and performance was explored. The book can have value for students, researchers and business people.
The term morale is commonly used in business world. Morale of employee is crucial for business performance. High morale improve organizational performance whereas low morale adversely impact on performance.High Level of employee morale is the key of profitability and stability in the business. This book covers different dimensions of employee morale such as Compensation Systems, Leadership Behavior, Organizational Trust, Work Environment and Job Satisfaction. In this book author also discusses the Impact of Employee morale on organizational performance.
The term Job-satisfaction has been explained by different psychologists in different ways. But it may be concluded that Job-satisfaction is pleasant and positive attitude possessed by an employee toward his job-life. The status or level of job is one important aspects inherent in the job determine job satisfaction. Job -Satisfaction is a function of congruency between work performance and worker's self-concept". Study was conducted on 64 pre - school teachers from the both Private & Government schools from temple city Tirupati by using multi- stage random sampling .Job -Satisfaction scale was used to collect the information developed by R.S.Mishra in 1993. The correlation co-efficient revealed Age, Education, Income ,Length of service Family Size & Type exists an insignificant relationship in Job-Satisfaction of pre-school teachers .
Satisfaction in work and the work environment is the basic constituent of employee job satisfaction. Job satisfaction is the favourableness or unfavourableness with which employees view their work. The happier people are within their job, the more satisfied they are said to be. Influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous workgroups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. This book discusses the job satisfaction of the employees in selected spinning mill. The job satisfaction is measured in terms of General Working Conditions, Pay Benefits, Work Relationships, Skills & Abilities and Facilities provided by the mill. Recommendations are forwarded to increase pay benefits and facilities to improve job satisfaction for better results.
Factors that influence employees' productivity have long been a topic of interest to employers and managers. Research has revealed that job satisfaction has a significant effect on several aspects of an organization, comprising team, change, ethics, strategy, and turnover. Each of these factors, sequentially, impacts the organization's performance. The problem that was addressed in this book is that even though there were a number of successful results in exploring the effect of job satisfaction and job performance of employees in the public sector; there was a lack of research in media settings.
Using a correlational research design, this quantitative research study examined the relationship between job motivation and job satisfaction on job performance in bank employees. The results of this study suggest that by applying managerial strategies to increase job motivation and job satisfaction, job performance can be potentially improved in bank employees. Future research is needed to re-test whether such correlations can be found in other types of business in the interest of finding industry specific variance.
Contemporary Administrative Issues 1. The Role of Organizational DNA in Improving Organizational Performance 2. The Influence of Ethical Climate on Job Attitudes 3. Job Attitudes as a Mediator of the Relationship between Organizational Cynicism and Organizational Citizenship Behavior 4. The Effects of Organizational Cohesiveness on Organizational Performance 5.The Impact of Cultural Intelligence on Employee Job Performance 6. The Role of Knowledge Management in Improving Organizational Performance 7. The Effects of Organizational Cynicism on Job Attitudes
This Study focused on employee empowerment and how empowerment is related to job satisfaction and employee’s commitment with the organization in the banking sector of Pakistan. It also evaluates the empowerment given to employees in banking sector of Pakistan, their satisfaction, and commitment level. Hypothesis statements contend that employee empowerment positively affects the job satisfaction and employee’s commitment. Data was collected from 334 employees from the different braches of banks in Lahore. Findings of the study support the hypothesis. In addition, it is also found that job satisfaction has a positive impact on employee’s commitment with the organization. Employee empowerment offers organizations an invaluable tool in their quest for organizational competitiveness.