Professional Documents
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INTRODUCTION
Job satisfaction has been defined as a pleasurable emotional state resulting from the
appraisal of one’s job; an affective reaction to one’s job;and an attitude towards one’s
job. Increasing job satisfaction is important for its humanitarian value and for its financial
benefit (due to its effect on employee behavior). Employees with higher job satisfaction
believe that the organization will be satisfying in the long run; care about the quality of
their work; are more committed to the organization; have higher retention rates; and are
more productive.
STATEMENT OF PROBLEM
To identify how job satisfaction affects employee performance?
OBJECTIVE
The purpose of the project is to evaluate how job satisfaction affects job performance in
employees.
LITERATURE REVIEW
variable (employee performance). The more the job satisfaction the more the employee
Task Recognition
Interpersonal Motivation Knowledge
Feedback
Relations and Skill
Job security
Training and
Supervisory Work education
relations environment
In Pakistan majority of researches have been found on reward and recognition variables.
The present study will focus on the aspects like supervisory relations, wok environment,
and interpersonal relationships which were not explored before in Pakistan.
METHODOLOGY
Population
The scope of my study will be the Zong and Ufone offices based in Islamabad.
Sample Size
The sample size for this project is 50 with 25 employees from Zong and 25 from Ufone.
Data Collection Method
The information will be collected from the corporate personnel interviews;
questionnaires; and websites.
Measuring scale
The measuring scale that is used in this project is the Likert Scale.
REFERENCES
• Noe, Raymond A. & Hollenbeck, John R. (2003), Human Resource Management:
Gaining a Competitive Advantage, forth edition, McGraw-Hill, Irwin.
• Stephen P. Schappe (1998), “Understanding Employee Job Satisfaction: The
Importance of Procedural and Distributive Justice” Retrieved April 4,2009, from
journal of business and psychology, Vol 12, April, Springer Netherlands.
• Rebecca Abraham (1999), “The Relationship between Inequity, job satisfaction,
Intention to Turnover, and Self Esteem” Retrieved April 04,2009, from journal of
Psychology, Vol 133.
• Miller K.I & Monge P. R (1986), “ “ Participation, Satisfaction and Productivity:
A Meta- Analytical Review” Retrieved April 04,2009, from, “Academy of
Management Journal”, Vol. 29, pp. 727-753.
• Richard M. steers (1976), “Factors Affecting Job Attitudes in a Goal-Setting
Environment”, Retrieved April 5,2009, from The Academy of Management
Journal, Vol. 19, March, PP. 6-16, Academy of management, from web site:
http://www.jstor.org/stable/255443