Job Satisfaction and Employee Performance: An Empirical Approach
Keywords:
Job Satisfaction Employee PerformanceAbstract
Organizations largely depend on the workforce for their optimum productivity which in turn results in organizational efficiency. This arises a need to ensure that employee satisfaction on the job is a must. Job satisfaction becomes a matter of necessity to every organization. Job satisfaction and employee performance are correlated. The success of an organization depends upon the performance of its employees. The performance of an organization is always measured by the performance of the employees working in the organization. The performance of the organization can be measured by the revenue it is earning and the profits that it is enjoying. Employees must know what they need to do to perform their jobs successfully. Managers plan, monitor and periodically review the work done by the employees to measure their performance. This is very useful to reward the employees who perform excellent and motivate the underperformers. An employee who is satisfied with his job is an excellent performer and vice a versa. This study aims to examine the relationship between job satisfaction and employee performance in few organizations in PCMC areas.Downloads
Downloads
Published
How to Cite
Issue
Section
References
Adigum, I. O. and Geoffrey, M S. (1981), Sources of Job motivation and satisfaction among British and Nigerian Employees, Journal of Social Psychology, 132 (3), 369-376.
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, 63(3), 308-323.
Awan, A., &Asghar, I. (2014). Impact of employee job satisfaction on their performance... a case study of banking sector in Muzaffargarh district, Pakistan. Global Journal of Human Resource Management, 2(4), 71-94. 4.
Aziri, B. (2011). Job Satisfaction: A Literature Review. Management Research and Practice, 3(4), 77-86. Retrieved 10 11, 2016.
Bolt JF (1983). “Job security: its time has come, Harv. Bus. Rev., 61(6): 115- 123.
Brunetto Y, Farr-Wharton R (2002). Using social identity theory to explain the job satisfaction of public sector employees. Int. J. Public Sector Manage., 15 (7): 534-551.
Campbell, J., &Wiernik, B. (2015). The Modeling and Assessment of Work Performance. The Annual Review of Organizational Psychology and Organizational Behavior, 2, 47 - 74. Retrieved 10 14, 2016.
Carroll, S, Keflas, R. and Watson, C. (1964) Job Satisfaction and Productivity, Irwin: Illinois.
Cummings, K. (1970) Job satisfaction and Performance, Journal of Social Psychology, 141 (5) 541-563.
Gibson, J. L, John, M. Ivancevich, H. and Donnely Jr, (1991) Organizations, Behavior, Structure, Process, Irwin: Illions. Greenberg, J. and Robert, A. B. (1993) Behaviour in Organizations, Allyn and Bacon: Needham.
Kappagoda, S. (2012). Job Satisfaction and Its Impact On Task and Contextual Performance in The Banking Sector in Sri Lanka. 1st International Conference on Management and Economics 2012. Sahiwal: COMSATS Institute of Information Technology. Retrieved 10 14, 2016.
Raza, M. Y., Rafique, T., Hussain, M. M., Ali, H., Mohsin, M., & Shah, T. S. (2015). The Impact of Working Relationship Quality on Job Satisfaction and Sales Person Performance: An Adaptive Selling Behaviour. Asia-Pacific Journal of Management Research and Innovation, 11(1), 1-8.
Sonnentag, S., Volmer, J., &Spychala, A. (2008). Job Performance. (B. Julian, Ed.) SAGE, 1, 427- 447. Retrieved 10 14, 2016.
Tessema, M. T., Tesfayohannes-Beraki, M., Tewolde, S., &Andemariam, K. HR Development and Utilization in the Public Sector.
Watson, T. (2012). Sociology, Work and Organization. London: Routledge.
