JOB SATISFACTION AND JOB PERFORMANCE

2. Define job satisfaction and job performance. Does Job

satisfaction contribute to job performance? Or does job
performance lead to job satisfaction? In other words, critically
examine the relationship between job satisfaction and job
performance.
Name-Ronal Fernando
Student ID-FEAID153
Unit title-MAN1100D
Lecturers name Mr.Ranjith De Silva
Monday 8.30 to 12.30
Due date- 04/01/2016

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Table of Contents

1. Introduction.. 3

2. Job satisfaction...4
2.1 Importance of job satisfaction..
4

2.2 What causes job

satisfaction..5
2.3 Components of job
satisfaction.6
2.4 Theory x and y.6
3.

Job performance. 7
3.1
Importance of job
performance. . 7
3.2 Measurement of job
performance..7

4. Relationship between job satisfaction and job

performance...8

5. Conclusion.9
6.

References10

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1. Introduction
Empl0yee attitudes are important to management because they control the
behavior of workers in the organization. Basically a satisfied worker is a
productive worker. Workers performance and satisfaction on the job is
analyzed in different ways and in different regulations. However referencing
to another text is important and results are not consistent. Studies on job
performance and satisfaction gives results which confuses the economic
theory and which instead focus on workers job effort and utility. Job
satisfaction plays a major role for an employee in terms of health and well
being and for an organization in terms of efficiency, effectiveness and
productivity... Job satisfaction focuses on many connected parts when it
comes to managing their employees. It has many sides and it means
different things to different people and more of a perspective which relates
to a persons feeling, either in a quantitative or qualitative way.
Job performance has a mutual relationship with job satisfaction because the
way the employees get satisfied will lead to Job performance. It is actually
how an individual does the work thats supposed to be done by that person.
Performance can be either poor or excellent and ones performance may
change with time based on how that person feels about his profession. So it
is safe to say that job satisfaction is the key factor that alters someones
performance for good or worse. Every organization places a significant
dependence on their individual employee performance to achieve high
productivity in the organization. Employee effort is important because it
determines the individual performance will be. Many personal business
directors assess the job performance of each employee in order to help them
identify suggested areas for improvement. (Pugno, 2009, p.2)

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2. Job satisfaction
Job satisfaction refers to a persons idea about the satisfaction on the job
which leads as a motivation to work. Job satisfaction does not happen alone
as it is dependent on organizational variables such as structure, size, pay,
working conditions. Its a main point for organizational as well as for
industrial psychology. Many work motivation theories have used the role of
job satisfaction for e.g.: Maslows Hierarchy of needs theory, Hertzbergs two
factor theory and so on. The nature of ones environment of job is an
important part of life as it influences once general life satisfaction. Its all
about fitting the right person to the right job in the right culture and keeping
them satisfied. (Sega, 2010, p.2)

2.1 Importance of job satisfaction

Job satisfaction is very important since a persons attitude and beliefs can
affect his or her behavior. The study of job satisfaction enhances
management with a range of details including job, employee, environment
etc. which makes easier when making decisions and correcting the way of
organizational policies and behavior. Job satisfaction also affects a persons
health for the reason that people spend a good part of the day at work. In
the same way if a person is not satisfied with their work it will lead to
dissatisfaction in many areas as well. It also strengthens the communication
system of the organization and the management can decide the result of
developing the future course of action.
Job satisfaction motivates belongingness and participation leading to
increase the overall productivity of the organization. Job satisfaction in any
field of work depends on a lot how helpful the work environment is and it is
crucial on improving employees performance and productivity. It is so
important because its absence often leads to lack of energy and reduces
organizational commitment. (Baghaei, 2011, p. 116-118)

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2.2 What causes job satisfaction?

Rewards
Employees feel more satisfied when they feel that they are rewarded for the
work they do. Just the pay will not always be a workers prime reason for job
satisfaction but incentives which include bonuses and pay raises will often
help employees to overcome poor attitudes.
When workers receive rewards for a job well done, they often feel more
satisfied with their jobs.

Low stress
Employees who are stressful and pressurize to perform at work will develop
headaches, high blood pressure and apathy. When employees enjoy a stress
free environment in which they know that they are appreciated and theyre
not in fear of losing jobs the level of job satisfaction increases.

Supervision
When the employees have a good relationship with their immediate
supervisors, it will lead to increase job satisfaction. Increase in independence
will give more responsibility for the outcomes of their work and in return it
will increase satisfaction as well. The communication process which takes
place between the workers and the organizations leadership plays a major
role in job satisfaction. Managers need to share information with employees
in a two way communication method.

Job security
Employees of mid-sized and large businesses placed more weight on job
security than the workers at small companies as a job satisfaction factor.
Employees enjoy their work more when they arent worried about losing their
jobs. (Frederick, 1993, p.4)
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2.3 Components of job satisfaction

1. An employee should be passionate.
This refers to; you should be willing to work. This is where it begins and what
moves you. Simply if your heart is not in your work its something like you
have a job but not a calling.
For e.g. a person who is passionate to work will believe in the work they do
and they have an interest in the success of their company.

2. You should be competent

This refers to you should be good at what you do. Passion alone is not
enough. Being good enough will not give you the satisfaction you desire. You
have to excel at your profession because victory is the goal.
For e.g. employees having less skills will not perform well in the organization.
But employees who are good at what they do and who has more skills will
perform well and effectively helping the company to achieve success.

3.

You must create a market

To enjoy a successful career, people must be willing to pay you for what you
do. Its actually you dont have to become rich but there should be a good
market for your product or service in order to make your profession
successful.
For e.g. A person doing a business without a marketing strategy wont get
attracted to customers since the product is not popular in the market. And
finally it will become a failure.

2.4 Two factor theory

Fredrick Herzbergs two factor theory involves job satisfaction and explains
two elements which are motivators and hygiene factors. Where motivators
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in a job can contribute to increase the level of satisfaction. For e.g. when
employees get motivated they are willing to perform well and they will be
more committed to work because they are satisfied with the job and that will
help the organization to achieve its goals. Hygiene factors relates to safe
working conditions, salary. Herzberg also mentioned clearly that hygiene
factors will not result in employees job satisfaction, because it needs
motivation factors to increase employee performance. According to
Herzbergs theory motivators are considered as satisfiers and the
dissatisfiers as hygiene factors. If an employee wants to perform well he
should have a good job to start with and to improve productivity and job
attitudes its a must for employees to attend to both the factors. (Berghe, 2011,
p. 16)

3. Job performance
Job performance can be defined as the behaviors of employees engage in
work. Job performance should be under the individuals control in spite of the
performance is rational and behavioral. It is made up of many
interconnected parts of interacting variables related to features of the job.
The various tasks performed during day to day operations will help to job
performance in general. Performance doesnt have to be directly identified
from an individuals behavior because it has cognitive productions such as
answers and decisions. Performance does not include tasks such as where
the effort is spend for achieving outer goals. Job performance is a main issue
in the psychology of work and occupations and should be applicable to the
goal. (Campbell, 2009)

3.1 Importance of job performance

Job performance is one of the most dependent variables important for an
organization in order to achieve their goals. The job performance will totally
depend on the performance of the employees on their work. The first is
performance and then comes the effectiveness of the performance. It plays a
major role because an occupational experts main goal is to improve job
performance and it results in productivity as well as potentiality. The main
aim is to reduce the usage of techniques and find the best possible person to
fill up the gap and to perform the role very well. Job performance is always
used to measure the outcomes of the organization. Job performance is an
area that has attracted the attention of researchers over some time and it is
a supreme importance in maintaining a desirable position in the
organization. (Olorunsola, 2013, p. 285)
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3.2 Measurement of job performance

Quantitative measures
An employee who completes more tasks than companions may go for the
quantitative method because it uses numerical results instead of subject
assessment and it will give rewards based on the number of sales or the
number of satisfied customers. This method is obtained through
spreadsheets and databases and its aim is to provide unbiased measure to
make decisions.
Qualitative measures
These are not performance measures but they are used to analyze our
measures which relate to customer appreciation and experiences and
obtained through customer satisfaction surveys or type of complaints.
(Judge, 2001, p 375)

4. The relationship between job satisfaction and job

performance
The idea which satisfies employees is more productive. As a result the vice
versa which is job performance affects his or her job satisfaction was the aim
of the researches. The relationship between job satisfaction and job
performance is positive and important but it is strict for complex jobs but
generally average. This positive relationship can be explained because
performance on the job affects the confidence of the employees.
The determination of job satisfaction depends on the stability and the self
confidence of employees. The idea of which the employees performance
affects her /his or her job satisfaction comes with a number of theories. Such
as self perception theory, intrinsic motivation theory and so on. Its actually
hard to agree these two aspects firstly because when people are asked if
they get job satisfaction from working at a company, a certain percentage
will say yes just because they think if they say no, that there will be a
negative outcome. After all if you tell your boss you are not satisfied with
your job, what if his reply is something like then I guess you better leave?
Thus, while we understand there is a connection between job satisfaction
and job performance, its hard to definitively nail it down without some sort
of an error being present. If the effect of job performance on job satisfaction
is not important than the action which is implemented in order to increase
job performance will not have direct impact on job satisfaction and the
outcome will be related to employee turnover. Investigating the job
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satisfaction and job performance has involved the use of moderator variables
and the most often used moderator is considered as the contingency. Job
performance should affect job satisfaction only to that extent that people will
repay based on their performance. Performance will lead to rewards and in
return those rewards will cause for satisfaction. Agency theory and efficiency
wage theory assumes that employees effort enters positively to his or her
production and also negatively to his/her effectiveness which will lead to
satisfaction of the job and completely assumes that his/her performance on
the job. Job performance and job satisfaction seems to have a positive
relationship but when work is separately addressed through self reported
assessments then there will be a negative relationship but however the
result wont work in the case of high occupational levels and effort will be
combined with the team effort and the relationship will become a positive
one. (Judge, 2001, p.379)

The conclusion
There is a significant effect of job satisfaction on job performance of
employees. Employees who are in higher levels likely to be more satisfied
than the ones who are in lower levels. Job satisfaction was explained with the
aid of theory x and theory y and on the components of job satisfaction.
Fewer turnovers will come up with high satisfaction of employees and
financial benefits play a major role to satisfy and attract employees. Recent
researches have challenged some principles with regard to job satisfaction
and job performance on standard theories as the best positive effect of
economic incentives on both the job performance and job satisfaction and
also the adverse effects to employees of working hard. Higher level
employees are more satisfiers than the lower level employees in private
sector organizations and high satisfaction leads to fewer turnovers of
employees in private sector organizations.
Job satisfaction is one most aspect of a company that should be looked into
because it has an important relationship with job performance. And
specifically the relationship appears in collective basis which has a greater
effect to the units and organizational performance. Work environment and

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organization strategy are more likely determinant to increase job satisfaction

which will lead to increase job performance. (Christon, 1998)

References

Judge.TA (2001) p.379 July URL retrieved from-www.timothy-judge.com/JS-JP%20published.pdf

Baghaei.R (2011) p. 116-118 August URL retrieved fromhttp://shodhganga.inflibnet.ac.in/bitstream/10603/2009/12/12_chapter%20iv.pdf

Berghe Vanden (2011) p. 14-16 URL retrieved fromhttps://www.theseus.fi/bitstream/handle/10024/28669/Vanden_Berghe_Jae.pdf?

sequence=1

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Campbell John P. (2009) URL retrieved fromhttps://en.wikipedia.org/wiki/Job_performance

Adams, J. S. (1966) p. 267-299

Olorunsola EO URL retrieved fromijbssnet.com/journals/Vol_4_No_10_Special_Issue.../34.pdf august 2013 page no- 285

Pugno M (2009) p.2 URL retrieved from- web.unitn.it/files/04_09_pugno.pdf

Ranjubala Davar ,S.C: 2012 p.01 URL retrieved fromhttps://www.questia.com/library/journal/1G1-325698274/relationshipbetween-job-satisfaction-job-performance

Sega Shyam Jan

11,2010 p. 2 URL retrieved from-

http://www.scribd.com/doc/25037326/Chapter-IINTRODUCTION-1-1-Job-Satisfaction#scribd
Frederick Ann (1993) URL retrieved fromhttp://smallbusiness.chron.com/causes-job-satisfaction-23514.html

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