Job Satisfaction Essay

INTRODUCTIONJob gaiety is one of the most of the essence(predicate) atomic number 18as of investigate for many detectives, and as such it is one of the most frequently studies litigate attitude. We observe closely that in most organizations the line of operate bliss is highly dep completion upon employees performance, employees attitudes, organisational support &type A wrinkle trueness. (Muhammad Masroor Alam).We ar studying ab extinct that figures which the employee is satisfied with his/her hypothecate. Some to a greater extent important factors be HR management policies &type A race with co-workers. earlier pay has been considered as the major factor for stemma pleasure neverthe slight early(a) relate Factors like forward motion, work fronts and the immensity/ quarrel of the hypothesise atomic number 18 excessively taken into Account. done HR management policies extend effectiveness in employees relationship, personal communication & international group Aere laborious conclusion reservation. (Effects of transaction satisfaction).The main objective of our research is known how divergent factors adjoin an employee during his /her bloodline. Job satisfaction and its link up factors like style of management style, leading behavior & adenine coworker relationship contend important role to enlarge satisfaction train of employee. Job satisfaction is influenced by many organisational contextual factors, ranging from salaries, line of descent autonomy, job security, workplace flexibility, to leadership. In particular, leaders at bottom organizations put forward adopt appropriate leadership styles to affect employee job satisfaction, fealty and productivity.it is true to said that A satisfy employee is an important resource of employee for achieving organisational goals. High job satisfaction enhances employees psychological and physical wellbeing (Ilardi, Leone, Kansser, & Ryan, 1983)Primarily pay has been cons idered as the major factor for job satisfaction however an other(a)(prenominal) related factors like forwarding, work attempts and the importance/challenge of the job are also taken into account.The banking sector in Pakistan after changing rapidly into a services sector has a lot of accent mark on its customers both internal and external. A joint phrase implied in the corpo station world is that satisfied employees increase customer satisfaction and loyalty. guest retention is highly dependent on how employees deal with customers. Satisfied employees are more likely to be friendly, upbeat, and responsive which the customers appreciate. (Kamal) Morale of employee is also played a role as an important factor that influences the employee satisfaction. Employee morale is the spirit, or tone, of an organization.According to a January 2005 article in Entrepreneur, morale is an effect, or end result, of workplace conditions, relationships, changes or other elements. Job Satisfacti on is the most common way of measurement is the use of rating plates where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, onward motional opportunities, the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1-5 scale (where 1 represents not at all satisfied and 5 represents passing satisfied). To sum up each element of the organization milieu and trunk rear end contribute. To or detract from job satisfaction (William B. Werthe, 2000) any organization tries to achieve their objectives. In this connection they must concentrate in many aspects. As homo resource of an organization is considered as an importance resource,organizations wish to keep well trained and effective work force.LITRATURE analyzeEmployee satisfaction is the terminology utilise to describe whether employees are happy and genial and fulfilling their desires and necessa rily at work. Many measures purport that employee satisfaction is a factor in employee penury, employee goal achievement, and ordained employee morale in the workplace. Employee satisfaction, while mainly a plus in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment (Airborne) In this review we discuss that that a number of researcher hasten emphasized the importance of factors affecting job satisfaction. Job satisfaction involves rough(prenominal) different spheres such as satisfaction with pay, promotion opportunities, fringe benefits, job security and the importance/challenge of the job. (Nguyen, 2000). In to twenty-four hourss turbulent, frequently chaotic, environment, commercial success depends on employees using their full talents.Yet in spite of the myriad of available theories and practices, managers often view motivation as something of a mystery. In part this is because individuals are motivate d by different things and in different ways. In addition, these are times when delayering and the flattening of hierarchies can bring on insecurity and lower staff morale. Moreover, more staff than ever onward are workss(a) part time or on limited-term contracts, and these employees are often especially hard to motivate. Twyla Dell writes of motivating employees, The heart of motivation is to give people what they really requisite most from work. The more you are able to provide what they want, the more you should expect what you really want, namely productivity, quality, and service. (An ripe Days Work (1988)). Career development involves managing your life either within or mingled with organizations. It also includes learning new skills, and making improvements to serving you in your career.Career development is an ongoing, lifelong process to help you learn and achieve more in your career. By creating a personal career development plan, you can set goals and objectives f or your own personal career growth. (Career Development) Colleague morale of or concerned with the judgment of the goodness or badness of human action and character moral scrutiny a moral quandary. (Weekly Electronics). The focus of literature on promotion systems is their validity in predicting performance, another factor to consider is the length of time that a system leave behind continue to be used. Over time, one would expect promotion and selection systems to be modified or replaced entirely. The cost of administering performance exam is significant, and management periodically evaluates a systems validity and its cleverness to assess employee attitudes, qualifications and intuition of business need (Smith, 2007). It is worth considering why firms competency use promotions for incentives.Individualistic schemes, especially ones that do not depend on job assignments, allow more flexibility in providing incentives. In other words, promotions are often used to achieve t wo goals simultaneously that in principle might be separated putting employees in the unspoilt jobs, and generating motivation. Thus, it is not immediately obvious why promotions should be used as incentives. (Gibbs). An important reason that promotions are sources of incentives is worker nature, or career concerns (Fama, 1980). Where does reputation come from? Often it is the workers history of positions or promotions which provides the greatest evidence on productivity and potential. (Waldman, 1984).Social interaction with colleagues is a highly treasured job aspect for many workers.Research in psychology, sociology, and management shows that receiving emotional support from colleagues and having good interpersonal relationships at work are positively associated with job satisfaction, job involvement, and organisational commitment. (Sol, August 3, 2009). Social interaction with colleagues is also one of the most missed job aspects under retired workers in Australia. (Shacklock , 2005). Lastly, using time-use data for France and the US, Krueger and Schkade (2007) show that worker who are in jobs that entail more frequent interactions with co-workers are more satisfied with their jobs and in a get around mood during work time. (Sol, August 3, 2009).These findings have a clear managerial implication In their struggle to attract and retain workers, managers should strive to give and maintain high-quality co-worker relationships. Employees, who satisfy with their job, may exert high effort to organization wish to satisfy their employees for acquire effective more work do. To make the best use of people as a invaluable resource of the organization attention must be given to the relationship between staff and the nature and content of theirjobs. The organization and the design of jobs can have a significant effect on staff. Attention needs to be given to the quality of working life. According to organizational commitment can be defined as an employees lev el of acknowledgment and involvement in the organization. Mowday et al.defined organizational commitment as a strong belief in an organizations goals, and valuates, a willingness to exert considerable effort on behalf of an organization and a strong desire to expect a member of the organization . Age and job tenure are significant predictors of organizational commitment. Job satisfaction as a acceptable or positive emotional state resulting from the idea of ones job or job experience. It is a result of employees perception of how well their job provides those things that are viewed as important. Several researchers have report mixed findings on the relationship between job satisfaction and organizational commitment.For instance, Curry, Wakefield, Price and Mueller found no significant relationship between the two. However, other researchers. Many studies use different facets of job satisfaction to predict organizational commitment. Job satisfaction is a key instrument to gauge the organizational health as service quality largely depends upon the human resources. (Crossman & Abou-Zaki, 2003). Since the transformation of personnel into HR, and its inception in the industry new concepts related to human capital has been emerging day by day. Apart from the swag and butter the organization used to act as their sanctuary and no one was much concerned about the job itself or job satisfaction. Locke (1976) defined job satisfaction as a pleasurable or positive emotional state, resulting from the appraisal of ones job experiences.In general, therefore, job satisfaction refers to an individuals positive emotional reactions to a particular job. In Pakistan the concept of HR is also flourishing day by day and employers as well as the employees are getting awareness of their rights and demands. Job satisfaction involves several different spheres such as satisfaction with pay, promotion opportunities, fringe benefits, job security and the importance/challenge of the job (Nguyen, 2000).Job satisfaction can lead to cost reduction by reducing absences, task errors, and turnover.Since work is an important aspect of peoples lives and most people spend a large part of their working lives at work, understanding the factors involved in job satisfaction is of import to improving employees performance and productivity. Job satisfaction has often been linked to organizational commitment, turnover intentions, and absenteeism. These variables are costly to an organization, as they could lead to low morale, unequal performance, lower productivity, and higher costs of hiring, retention, and training. (Opkara, 2002).Recent studies emphasize that job satisfaction may be an important determinant of the choice between self- and wage-employment (Blanch-flower 2000, 2004 Georgellis et al. 2007 Taylor 1996, 1999).THEORATICAL FRAMEWORK melodic phrase SATISFACTIONJOB SATISFACTION birth withCo-workersRelationship withCo-workers light PROMOTIONSFAIR PROMOTIONS or ganizational research indicates that employees develop attitudes toward such job facets as work variety, pay, promotion, co-workers, company policies, and supervisors (Johnson & Johnson, 2000Taber & Alleger, 1995). Job design affect the job satisfaction, as jobs that are rich in behavioral Elements such as variety autonomy, task unimportance and feedback contribute to employees satisfaction. (Kamal) .Locke (1976) defined job satisfaction as a pleasurable or positive emotional state, resulting from the appraisal of ones job experiences. Job satisfaction has significance towards human health both physical and mental and is positively or negatively correlated. . Satisfied employees are more likely to be friendly, upbeat, and responsive which the customers appreciate. (R. T. Mowday, 1982 newly York) The purpose of study is to investigate about the relationship of job satisfaction with fair promotion & relation with coworkers of the organization.HYPOTHESISBased on the literatur e discussed this study attempted to answer the following questions1) Increase in promotion increases job satisfaction.2) Increase in relation with coworkers increases job satisfaction. So there is a positive relationship between fair promotion, Relationship with coworkers & job satisfaction.METHODOLOGYA sample of 60 employees was promiscuously selected from different education institutes & different public offices in Rawalpindi & Islamabad. Purpose of study is descriptive because we know something but exactly we want to prove this about the characteristic of employees. Convert it in exactitude i.e. Mean, Median, Mode. try used in this research is convenience sampling. Different educational institutes in Pakistan were targeted in the vicinity of Islamabad and Rawalpindi. . The target audience was officer level & Teachers. . A tested questionnaire has been used with a number of variables related to job satisfaction, Promotion & Relationship with Coworkers. Questionnai res were circulated among the employers and their responses were collected. A total of one hundred questionnaires were distributed out of which sixty questionnaires were filled by the respondents, which is successful dimension in social research.The major problems faced during the data collection appendage were mostly peoples unwillingness to fill and not taking this as a serious research. Another problem was that employees were reluctant to write the truth as their supervisors might know and would create problems for them in future. However, once they were realized that this effort is done purely for research purposes and their responses should not bear their identity as well as will be kept confidential wherefore they filled the questionnaires with ease. Data analysis in a quantitative research is essential as the interpretation and coding of responses can be truly critical. The analysis part has been dealt with using Statistical Package for the Social Sciences (SPSS). The que stions and responses were coded and entered in SPSS for analysis followed by the interpretation of the results.The variables were coded in SPSS and certain statistical methods were apply on the data to get the results which were analyzed. In the first instance the dependability of the tool used was measured to find out whether the instrument used is reliable or not. Their satisfaction with promotional opportunities, co-workers was also compared. Linear retroflection analysis was employed to examine the relationship between different general job satisfaction, promotion and co-workers. ANOVA along with its extensions has been used for comparing kernel and the results. Simple coefficient of correlation has also been applied to the data to find out relationships among different variables and a comprehensive regression model with its extensions is applied.Reliability abstractIn the first instant the dependability analysis using the SPSS was done to find out the reliability of the instrument used for data collection. Cronbachs alpha is the most common form of internal consistency reliability coefficient. The measure out of alpha should lie between 0 and 1. * Reliability of job satisfaction is 0.645 & the no. of items is 8 * Reliability of promotion is 0.667 & the no. of items is 2 * Reliability of relation with coworkers is 0.537 & the no. of items is 4 Correlation AnalysisCorrelation is a statistical tool which can determine the strength and direction of relationship between two variables. The value of correlation ranges from +1 to -1 and both these values show strong positive and negative relationships. While the value 0 show no relationship. Results shows that the correlation between relation with coworkers, Promotion, Job Satisfaction. The value of correlation coefficient for coworkers & promotion with job satisfaction is 0.209 and 0.420 simultaneously, which shows a positive relationship of both variables with job satisfaction. This rel ationship is significant at 0.01.for coworkers & 0.110 for promotion. Promotion & coworkers are equally correlate with each other at 0.232 & level of significance is 0.074 of both.Regression AnalysisThe value of is 0.436, and R Square is 0.190. The value of R shows a moderate to strong positive relationship between two variables and job satisfaction. The value of R Square shows that model explains 19% variance in job satisfaction. The rest of variance is explained by other variables not included in the model. This results support our alternate hypothesis which anticipate a causal relationship between our model (independent and dependent variables). closing curtainThis research accepted that the employees promotion and relation with coworkers has positive bushel on job satisfaction. That is high level of fair promotion, good working condition leads to high level job satisfaction. So we accept our H1 that shows positive relationship b/w job satisfaction, promotion and relation with coworkers. on that point are several factors affecting employees satisfaction, but as a researcher we consider only two independent variables promotion, relationship with coworkers. We take tokenish sample of 60 and it take less time through less financing.The entire formulated hypothesis have been accepted, it is necessary to improve job satisfaction through promotion and relation with coworkers. Following are some suggestions given to improve job satisfaction. * Organization should develop good working condition. This facilitates employees to do their work effectively. * Organization should develop good relationship among employees. Through which, promotion of employees is enhanced. As a research, employees job satisfaction will be at high level. * Organization should provide unbiased promotion. That is promotion should be provided based on the qualification of employees and or experience.References1. G. Beukhof, M. J. de Jong and W. J. Nijhof, Employee Commitment in Changing Organization An Exploration, Journal of European Industrial Training, Vol. 22,No. 6, 1998, pp. 243-248.2. Thornhill, P. Lewis and M. N. K. Saunders, The Role of Employee intercourse in Achieving Commitment and Quality in Higher Education, Quality authorization in Education, Vol. 4, No. 1, 1996, pp. 12-20.3. R. W. Rowden, The Relationship between Charismatic Leadership Behaviors and organizational Commitment, Leadership & Organization Development Journal, Vol.21, 2000, pp. 30-35.4. R. T. Mowday, L. W. Porter and R. M. Steers, Employee-Organization Linkages The Psychology of Commitment, Absenteeism and Turnover, donnish Press,Inc., unsanded York, 1982. 5. L. T. Mullins, Management and Organizational Behavior, 5th Edition, Financial Times Management,London,1999. 6. S. O. 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