AN INVESTIGATION OF JOB SATISFACTION ON EMPLOYEES PERFORMANCE IN GOVERNMENT OWNED ENTERPRISES
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AN INVESTIGATION OF JOB SATISFACTION ON EMPLOYEES PERFORMANCE IN GOVERNMENT OWNED ENTERPRISES
INTRODUCTION
In today’s increasingly competitive market, organisations face numerous obstacles. According to Indermun and Bayat (2013), many organisations struggle to compete effectively in order to fulfil their aims and objectives.
Workforce is now the most important aspect in organisational performance, so organisations spend a lot of time and effort determining the level of employee satisfaction in order to increase productivity and achieve overall organisational goals (Indermun and Bayat, 2013).
As a result, organisations are concerned about the relationship between employees and their level of satisfaction, which is regarded as a crucial issue in terms of organisational success and improvement.
According to Locke (1976), employee satisfaction is “*…+ a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience.”There are numerous factors that influence employee work happiness.
Job satisfaction is derived from intrinsic elements related to work or extrinsic factors related to instrumental values (Watson, 2012). According to Aziri (2011), job satisfaction is influenced by a variety of elements, including the nature of the work, compensation, advancement possibilities, management, work groups, and working circumstances.
Understanding work performance for each person is critical because organisational decisions are made based on individual performance (Sonnentag, Volmer, & Spychala, 2008), resulting in organisational success. Performance is defined as “behaviour that accomplishes results” (Armstrong & Taylor, 2014), or whether a person is performing well at his work.
A wide range of factors influence employee performance. Folami et al. (2005) developed a job context model that categorised determinants into four categories: person factors, task characteristics, economic considerations, and organisational context.
According to Skibba (2002), the relationship between job satisfaction and job performance is one of the most explored topics in the field of organisational psychology. Numerous studies have investigated the impact of job satisfaction on employee performance.
The majority of them stated that job happiness had an impact on employee performance, and vice versa (Skibba, 2002). However, rarely do they emphasise whether the influence is direct or indirect.
As a result, an explanatory interpretivist essay is written to explore the truth of the relationship between job satisfaction and employee performance in greater depth.
Numerous secondary data gathering sources have been used to gain a thorough understanding of the research topic and to examine prior researchers’ work in the same domain.
The first section of this study article is a review of the literature, which shows how other studies have demonstrated work happiness and performance. Second, the methodology chapter describes the research process and data sources.
The third section is discussion and findings, which examines the link and discusses the hypothesis. Finally, there are conclusions and recommendations.
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