Importance of employee satisfaction took great interest from researchers and management of organizations because it has its own

influences upon an employees social as well as professional life. According to Mitchell and Larson (1987) job satisfaction cannot be defined properly in to several statements, they experienced more than 3000 studies upon the job satisfaction and after that they commented. Lock (1976) placed a definition of job satisfaction which is admired by many of researchers Pleasurable emotional state resulting from the perception of ones job as fulfilling or allowing the fulfillment of ones important job value The concept of this definition is based on the psychology of an employee, and the research tried to attach the satisfaction element with the emotions and feelings of an employee resulting from the nature and description of a job. Other researchers also placed their findings regarding job satisfaction that are following. According to Hammer and Organ (1978) there are five basic reasons that shapes a sense of satisfaction in employees. these are social needs, mental and physical approach of an employee, comparison between higher job satisfaction and lower job satisfaction, and the fifth one is the relaxation during job timing. So it is much important for an organization to keep their employees happy and satisfied to maintain the loyalty of its customers because employees are the only assets that can shape the sales through keeping theme self alive with their personal relations. A vast range of researchers worked upon the concept of job satisfaction to derive a specific definition of job satisfaction but could not cot it in to proper words. Here different references have been taken to generalize to concept of job satisfaction by making a comparison of old time researchers findings and new researchers work on job satisfaction.

Hoppock (1935) defined job satisfaction as it is a emotional and psychological approach of a person toward his job where his expectations are exactly match by the job he or she is doing, and without any fear they say that they are glade to do this job. Although job satisfaction is influenced by the external and internal factors but if a person is internally willing full to do a job then he or she can do that without feeling something troubling to theme during their job. According to Vroom (1964) job satisfaction is linked with the employees behavior toward his job and the efficient approach of an employee toward his job status that he or she is holding in an organization is called job satisfaction. This research is basically following the Herzberg two factor theory to measure the turnover ratio in NGOs. And by following that theory researcher analyzed that motivation is the substance of satisfaction. According to Abraham Maslows Hierarchy (1959) of needs theory when all the needs are satisfied then they do not remain a need and their fulfillment creates a sense of motivation in employees. According to this theory motivation is dependent to the satisfaction. Job satisfaction is taken as the independent variable to the research and turnover is independent. Motivation is taken as mediating variable to check its consequences upon turnover. Many of researchers tried to explore the relationship between job satisfaction, motivation and turnover but it is still needed to perform more study on this topic. Job satisfaction can be observed and evaluate by the reference of Herzbergs (1959) theories that job satisfaction is an outcome of motivators that plays role to make employees satisfied and hygienes that creates a sense of satisfaction in employees. Job satisfaction is an essential element in an organization that contributes for the success and failure of organization. Satisfaction and motivation both variables are interlink with each other, in some cases or studies

researchers took satisfaction to measure the motivation but in some other they took motivation to understand the satisfaction level of employees. Jab satisfaction and dissatisfaction basically lays in an area where it becomes clear how much a person showing involvement in his or her job. According to different scholars and researchers in field of management studies job satisfaction have a lot of definitions. Productive job satisfaction is meant by one aspect of an individuals strong feelings regarding his or her job either he is happy of his job or not. There for , productive job satisfaction for a particular person shows the level of enjoyment and gladness on their job due to several causes. Prospective or cognitive job satisfaction is generally explained as being unbiased and reasonable appraisal of reality of a task. As it is, the nature of prospective job satisfaction is one-dimensional, if it composed of assessment of only one direction of a job, like salary or leave for some serious issue or for different aspects if more than one directions of a job are concurrently appraised. Productive job satisfaction basically relies on the several dimensions that contributes for making comparison between the job stress and benefits that are given in return of effort being done by the employee, it does not measure the level of satisfaction of an employee itself, it holds, it creates a sense of making comparison between the job nature and benefits given to an employee. On the other hand Prospective job satisfaction studies the impressive job satisfaction, under which the constraints are studied that contributes for the direct linkage of satisfaction and work contents. The combination of various postures of a person in a direction of a task that shows inclusive response is called job satisfaction by Gibson et al (1994) and Hellriegel and Slocum (2004) Robbins (2005), Boles et al (2007). The mobility of employees from one organization to another organization is called turnover. Employee turnover can also be defined as the ratio at which a person keeps their employees in

his or her organization. More clearly it can be defined as for how many time a person or employee works in your organization. Researchers trying to perform their studies to organizational as well as personal level to know about the issues due to which employees leaves their jobs. When employees at an organization have a culture of leaving their jobs on regular interval it as compared to competitors it means that the average career life of an employee in that particular organization is shorter as compared to other in industry. When this type of environment is created in an organization the productivity of that organization greatly influenced in negative aspect because when a large number of skill workers starts terminating their jobs from a particular organization it directly affects the progress of the organization, because the skilled and experienced workers works like blood to the organizations. There is a slight difference between the creation of Non-governmental organizations and profit oriented organizations. as like a company a non-governmental organization is also created and registered under the law of a state where all the terms and conditions are pre defined. It operates independently from any form of government and is purely operates for the welfare purpose. United states are the founder of this term used to help poor and needy peoples without having something in return. Chandrasekhar and Anjaiah (2002) described that an organization having independent panel of people to run it, who makes arrangements of funds from personal and different other resources, makes the arrangement of meetings and plans to develop and support the poor area of a population by hiring the volunteers and paying staff is called Nongovernmental Organization that simply works for no profit but just to help the poor community to promote their livings. Research in this sector wants to explore the influence of satisfaction on motivation and employees turnover in NGOs in the area of AJ&K. Eighteenth century gave a trend of

establishment of volunteer organizations in field of investigation, encouragement, certification and authorized assistance. In this era a lot of work has been conducted to promote living standards of poor people by creating the individuals who worked without any pressure and salary. According to Chandrasekhar and Anjaiah (2002) during that time a vast range of professionals tended to leave their professions like medical, engineering, management and joined the One more trend of this period which needs mention was that people from specialized disciplines like medicine, engineering, science and management, joined reward free area of serving people. Many NGOS are working for the development of poor communities nationally and internationally as well by Werker & Ahmed (2007). Non-governmental organizations are involved in activities that should be performed by government. But it is seen that the government institutes could not succeed in such projects then these NGOs tool the place of government. They proved that these are the organizations that can perform well for the welfare of poor people as compared to the technical institutes of government by Zohir (2004). These researchers argued that NGOs carry their operations by mutual help from the private as well as government sectors from developed countries. It has been under a long practice to perform such activities that can support the peoples to face various issues like health, education, community development, natural disasters, safety, religious issues, and many other emergencies, by joint effort from the government and private institutions of a specific country. Here the private institutions are mean by the NGOs abbreviated as Non Governmental Organizations. This research addressed the basic issues that are faced by the NGOs now a days and proper solutions to theme. After the natural disaster took place in 2005 in Azad Jammu and Kashmir, a vast range of national and international NGOs started working in AJ&K. By setting their foot in this valley a huge range of

employment took birth in the state with the suitable remuneration packages for the employees. At that time there was no proper channel through which these NGOs could hire the capable personals to their organizations due to the vast distraction in the valley. But on the end of 2009 due to several issues such as lack of enough funds many of NGOs started terminating their projects from the valley and as result a large number of jobs have been terminated by these NGOs and unemployment rate again gone high. Due to which a lot of issues started emerging in NGO sector of AJ&K. One of the major issues that the NGOs are facing is the lack of satisfaction and motivation in their employees at almost all levels of management. Employees are showing low stamina while performing their jobs and tending to move on here and there in the industry after serving a short time period to one organization, thats called turnover. Now a days the most common issue faced by all almost all types of organizations is that employees after serving a little time period to an organization leaves the job due to several reasons such as dissatisfaction, lack of motivation. Study focused on these issues that why they are continually doing this and what is the impact they left on organization by leaving their jobs. An organization faces lot of problems when this type of environment is created by the employees, like security issues on leakage of secret information regarding their projects, reputation, cost on new recruitments on their trainings and development and many other like these. The main purpose of the research in this industry is to promote the organizational culture of industry to promote the employees by keeping theme satisfied and motivated to not face the turnover from their side.

1.4 Objectives of the study

The study is analytical in nature and researcher wants to investigate the impact of job satisfaction on the motivation and employee turnover in Non -governmental sector that are working in AJK.

The purpose of the research is to check the influence of variables on the patron of doing job in such a way that how the efficiency and effectiveness of employees could be increased by keeping them loyal with the organization. The objective of this study is to check that whether job satisfaction have impact on motivation and turnover. The objectives of study include; I. To build an understanding of Job satisfaction in general and with respect to motivation and turnover in particular; II. To measure the impact Job satisfaction on motivation and turnover in non-

Governmental organization in AJK;

1.5 Problem Statement

Due to high turnover and absenteeism in Non-governmental organizations, administration of NGOs became known by the importance of satisfaction of employees and finding the ways to motivate them to reduce the absenteeism and turnover of their jobs. When employees will be highly satisfied automatically level of motivation will be enhanced and rate of their absenteeism and turnover will become low. Problem statement is the basic element of a research that holds all the research in an appropriate manner to make it meaning full and goal oriented. It is considered as a backbone to the research. The researcher wants to investigate the problem of lack of motivation, and increase in the no. of turnover of employees in the NGOs because of the lack of satisfaction.

1.6 Research Question

The researcher address the following reasons that are the cause of de-motivation and turnover, Is there satisfied HR motivation level is high as compared to the less satisfied? Is there turnover rate is low in the organization where the employees motivated?

There is no single body of law that governs NGOs in Pakistan. The Constitution guarantees citizens the right to assembly subject to any reasonable restrictions imposed by law in the interest of Public order. In addition, depending on the source, there are between 10 to 18 different laws in Pakistan that may govern an NGO. Several of these laws are based on British laws enacted by colonial rulers in the mid- to late 1800s before Pakistan was partitioned from India. The kinds of laws that govern NGOs fall into two categories: registration laws that define internal governance and the reporting relationship between the state and the NGO, and taxation laws.

1.7 Limitation of study

The area has greater aspect of study on the basis of scope but the researcher selected the dense study because of the constraints in this specific area. The most important are cost, time and unavailability of the data, so researcher selected the sample of 200 respondents from two NGOs