scholarly journals Factors Affecting Employee Satisfaction of the Public and Private Sector Organizations of Pakistan

2014 ◽  
Vol 4 (2) ◽  
pp. 97 ◽  
Author(s):  
Ayesha Masood ◽  
Qurat -Ul-Ain ◽  
Rabia Aslam ◽  
Muhammad Rizwan
Keyword(s):  
Job Performance ◽  
Working Conditions ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Training And Development ◽  
Employee Empowerment ◽  
Security Training ◽  
Job Safety ◽  
Relationship Of ◽  
The Impact

The purpose of this study is to find out the factors that affect employee satisfaction and how much is the intensity. Specifically, we took Working conditions, pay & promotion, Job safety and security, Training and development and employee empowerment as the antecedents to see their impact on employee satisfaction and further the impact of employee satisfaction on Job performance and employee turnover intention. This can help us to better understand about the satisfaction level of employees and how we can motivate employees to perform their job efficiently and effectively. The Sample was collected from different organizations of Bahawalpur City (Punjab, Pakistan). Two main clusters were targeted to collect the sample data university employees and some private organizations in the city. The questionnaire was distributed among 200 respondents in Bahawalpur City. 155 questionnaires were selected and rests of the questionnaires were not included in the further analysis due to incomplete or invalid responses.The survey study addresses two major purposes; first is to analyze the relationship of different variables with employee satisfaction, second to collect information about the different characteristics. After collecting the completed questionnaires, these questionnaires were coded and entered into SPSS sheet and the hypothesiswas tested using regression analysis. Result of our study show significant relationship of working conditions, Job Safety and security, Training and Development and Employee Empowerment on Employee Satisfaction and Job Performance. However, Pay and promotion has no significant relation with Job Performance. Employee Satisfaction has a significant negative relation with turnover intention.

scholarly journals Preceding to Employee Satisfaction and Turnover Intention

2014 ◽  
Vol 4 (3) ◽  
pp. 87 ◽  
Author(s):  
Muhammad Rizwan ◽  
Ahsan Mukhtar
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Employee Satisfaction ◽  
Employee Empowerment ◽  
Satisfaction Level ◽  
Workplace Environment ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

As different research and studies have been conducted for the sake of understanding the concept of employee satisfaction but still organizations are incapable to find those factors that affect mostly on Satisfaction level of Employee. The main purpose of this research is to sort out those factors with intensity that mostly effect employee Satisfaction. Particularly, we took workplace environment, employee empowerment and pay & promotion as the main variables to check their impact on employee satisfaction and further the impact of employee satisfaction on employee turnover. A questionnaire was developed for the purpose of collecting data to understand the level of employee satisfaction in different organizations. Convenient sampling was used to collect the data and 150 questionnaires were filled from the employees of different sectors. Statistically, the relationship of employee empowerment and workplace environment with employee satisfaction has significant results, but the relationship between pay and promotion and employee satisfaction was somewhat insignificant. Moreover, there was a significant effect of employee satisfaction on turnover intention of employees. This study will help the organizations to understand completely about the satisfaction level of employees and how they can motivate their employees to perform their job efficiently and effectively.

An integrated process model of communication satisfaction and organizational outcomes

2009 ◽  
Vol 37 (6) ◽  
pp. 825-834 ◽  
Author(s):  
Ming-Ten Tsai ◽  
Shuang-Shii Chuang ◽  
Wei-Ping Hsieh
Keyword(s):  
Job Performance ◽  
Turnover Intention ◽  
Process Model ◽  
Response Rate ◽  
Organizational Outcomes ◽  
Service Industries ◽  
Communication Satisfaction ◽  
Integrated Process ◽  
Relationship Of ◽  
The Relationship

The relationship of communication satisfaction to job performance and turnover intention among employees was examined. Most communication satisfaction research has been conducted in relation to job satisfaction. However, there is a growing interest in the relationships between communication satisfaction, job performance, and turnover intention. The population examined in this study were employed in the top 500 service industries in Taiwan. The sample consisted of 1,260 individuals. A total of 467 valid responses were collected for a usable response rate of 37.1%. The results suggest that employees' perceptions of a high communication satisfaction are positively associated with their job performance, and negatively related to turnover intention.

Linking Work Engagement to Job Performance Through Flexible Human Resource Management

2017 ◽  
Vol 20 (1) ◽  
pp. 72-87 ◽  
Author(s):  
Chandra Sekhar ◽  
Manoj Patwardhan ◽  
Vishal Vyas
Keyword(s):  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Work Engagement ◽  
It Professionals ◽  
It Industry ◽  
Relationship Of ◽  
The Impact

The Problem The Indian information technology (IT) industry has shown a phenomenal growth over the last two decades. These changes such as increased global competition and the shift in the blend and level of the workforce have led to an increasing level of uncertainty in the industry. To overcome this unprecedented change, IT firms need to adopt flexible human resource management (FHRM) that has a direct and/or indirect impact on job performance. Therefore, the purpose of this article is to explore the impact of work engagement on job performance through FHRM among IT professionals in India. The Solution The results indicate that the use of FHRM by the employees is an important mediator between the positive relationship of work engagement and job performance. Both work engagement and FHRM contributed to job performance. The sample firm and responses for the study were limited to IT industry domain only. The results suggest that FHRM should be promoted at the employee and firm levels to boost job performance. The Stakeholders Reflecting on the employee engagement and job performance via FHRM would boost the organizational flexibility in the IT industry. FHRM makes the employee more organization fit and more engaged for their respective job. This study may be helpful in unveiling the importance of flexibility in job performance. To the best of the authors’ knowledge, this is the first study that links work engagement, FHRM, and job performance in the Indian IT industry context. The study helps in the development of theory in FHRM and employee engagement.

scholarly journals TO EXAMINE LEADER-MEMBER EXCHANGE AS MODERATING VARIABLE ON THE INFLUENCE OF EMPLOYEE PSYCHOLOGICAL UNCERTAINTY TOWARD EMPLOYEES’ JOB SATISFACTION AND TURNOVER INTENTION

2019 ◽  
Vol 1 (1) ◽  
Author(s):  
Muhammad Zakiy
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Turnover Intention ◽  
Negative Influence ◽  
Positive Influence ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Impact

The studies revealed that organizational change could create employee’s psychological uncertainty. However, this study argues that the quality of leader-member exchange enables to control the impact of the psychological uncertainty during the change toward employee’s attitude. This study represents job satisfaction and turnover intention as proxy of employee’s attitude for that matter. Based on social exchange theory, quality relationship of leader and employees affects on the relationship of psychological uncertainty and employee’s job satisfaction and turnover intention. This study selected private hospitals experiencing the changes of operational system for complying with national health security system. This study conducted cross-section survey for individual level-analysis. This study produces some findings. Firstly, the LMX has been failed to reduce the negative influence of psychological uncertainty towards employee’s job satisfaction, although the quality of the LMX was good. employee’s job satisfaction is more perceived as  personal afective state experienced during the organizational change. Secondly, the LMX has been successfully moderated the positive influence of the psychological uncertainty towards employee’s turnover intention.The data were collected by using questioners, distributed to the employees who worked in hospitals in Yogyakarta Province. There were 193 questioners that could be collected and analyzed by using Moderated Regression Analysis (MRA) to test the hypothesis by using SPSS application version 21. The result of the study shows that psychological uncertainty had negative correlation to employee’s job satisfaction and positive influence to psychological uncertainty toward turnover intention. Besides, LMX was proven to moderate positive influence of psychological uncertainty toward turnover intention, but it could not moderate negative influence of psychological uncertainty toward job satisfaction. 

scholarly journals Factors Affecting Employee Satisfaction in the Private Organizations of Bahawalpur Pakistan

2014 ◽  
Vol 4 (2) ◽  
pp. 147
Author(s):  
Muhammad Ahsan Awan ◽  
Muhammad Rizwan ◽  
Junaid Bin Razzaq ◽  
Usman Ali
Keyword(s):  
Working Conditions ◽  
Employee Satisfaction ◽  
Satisfaction Level ◽  
Islamic Republic ◽  
Factors Affecting ◽  
Insignificant Effect ◽  
Private Organizations ◽  
Degree Of Satisfaction ◽  
The Impact

Research was conducted to analyze the effect of empowerment, rewards, training & development and working conditions on employee satisfaction and also the impact of top level management on all these variables. The aim of this study was to find out the degree of satisfaction level of employees and the behavior of top level management in suffocated conditions in the developing city of Islamic Republic Pakistan. For this purpose 200 questionnaires were distributed from which 160 were got back and 151 were selected to examine and analysis. It was found after analysis that only rewards has positive significant effect on worker, rest of the variables showed insignificant effect on employee satisfaction. The top level management had the positive significant effect on rewards, training & development and empowerment.

scholarly journals The Impact of job stress: An imperative insight into the Banking sector

2013 ◽  
Vol 3 (3) ◽  
pp. 294
Author(s):  
Aliya Ahmad Shaikh ◽  
Memoona Akram ◽  
Muhammad Rizwan ◽  
Shakeela Kousar ◽  
Muneeb Malik
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Banking Sector ◽  
Work Life ◽  
Job Demand ◽  
The Impact ◽  
The Relationship ◽  
Work Life Conflict

In this era of stiff competition employee performance is the key driving force for organizational success, at the same time pressure become the part & parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

Impact of Training and Development on Employee Performance

2017 ◽  
Vol 4 (3) ◽  
pp. 53-68 ◽  
Author(s):  
Alsharif S Abogsesa ◽  
Geetanjali Kaushik
Keyword(s):  
Job Performance ◽  
Turnover Rate ◽  
Employee Performance ◽  
Training And Development ◽  
Training Needs ◽  
Job Turnover ◽  
Participant Selection ◽  
Evaluation Of Training ◽  
The Impact ◽  
Effective Procedures

This article was aimed at investigating the impact of training and development on employee performance and productivity in Jumhuria bank. Interviews were conducted with employees. It was observed that there was a lack of a comprehensive system for assessing the training needs, participant selection and effective procedures for their evaluation. Further the evaluation of training was poor and only for namesake. Also, rather than playing highly proactive role training was just reactive in nature. It was also found that training and development was highly relevant and effective in improving the staff member's knowledge, skills, behaviour and attitudes. training did not have any impact over innovation, absenteeism, job turnover rate and job satisfaction. Nevertheless, training increased the employee's job performance and productivity. It was observed that the process of training and development was associated with various problems.

scholarly journals Psychological empowerment and employee attitudinal outcomes

2019 ◽  
Vol 42 (7) ◽  
pp. 797-817
Author(s):  
Tazeem Ali Shah ◽  
Mohammad Nisar Khattak ◽  
Roxanne Zolin ◽  
Syed Zulfiqar Ali Shah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Impact ◽  
The Relationship

Purpose The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

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