The job satisfaction level will be low and the performance level will also be low. On the other hand, secondary data is collected with the help of online articles and journals. Positive work incentives are incentives that make work interesting, e. Manipulations of ratings for motivational purposes, however, had no effect on job satisfaction and turnover intention. Motivation of employees is one function which every manager has to perform along with other managerial functions. One final factor that must be taken into consideration could be age as well. Does the Relationship Between Job Satisfaction and Job Performance Depend on Culture?.
The real question at hand would be what is the perceived attitude an organization might have. Benefit to Society The overall outcome of the organization and how it impacts society must be considered as part of the performance. The study employed a quantitative methodology. In context to this Artz and Kaya 2014 stated, secondary research method is completed by collecting data from other sources like internet. On the other hand, the aim of research is to analyze the relation among productivity of employee and their job satisfaction level.
Hence, the needs to identify variables within the organizational context that can help improve the job satisfaction of employee working in an organization. Job Satisfaction in Nursing: A Concept Analysis. The research was conducted in Agip Oil Company Lagos State, Nigeria. Manusia bukanlah mesin, bukanlah robot yang dapat dengan sistematik deprogram untuk bekerja mencapai tujuan sesuai dengan pola dan program yang telah dibuat terus sama mulai dari A sampai Z. Applied Psychology in Human Resource Management 6th ed. Thus to prevent these negative work outcomes, there is a need to find out which factors within the organizational context can lead to satisfaction among employees of Agip Oil Company so as to continually have productive, satisfied and contented employees.
Journal of Business and Psychology, 29 2 , pp. Regression analysis results indicated that when employees perceived performance ratings to be manipulated because of raters' personal bias and intent to punish subordinates they expressed reduced job satisfaction that, in turn, led to greater intentions to quit their jobs. Data from 302 employees were used to assess the research design variables of growth need strength, job scope, trust in superiors, influence of superiors, job performance, and job satisfaction. Pay and Benefi ts : Keeping employees motivated with good benefits is easy. Dengan mempelajari buku ini diharapkan pembaca termasuk mahasiswa mampu menyiapkan diri menjadi pemain yang bermutu dan produktif dalam bisnis global.
In addition to emphasizing the need for improved supervisor training, the discussion focused on the negative consequences of inadequate performance appraisal at the individual level e. Although the relationship between job stress and productivity indices was not statistically significant, the positive correlation between job satisfaction and productivity indices was statistically significant. Some of the major factors are; supervision, inspections, workplace environment, promotion, salary and others. Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. It is widely believed that the employee participation may affect employee's job satisfaction; employee productivity, employee commitment and they all can create comparative advantage for the organization.
Suggestions for further research are presented. Moderated regression analysis gave weak support to trust and influence as moderators of the association between individual-job congruence and both job performance and satisfaction. The Effect of Motivation on Employee Productivity : Motivated employees are inclined to be more productiv e than non-motivated employees. Naturally increasing employee participation is a long -term process, which demands both attention from management side and initiative from the employee side. Flexible human resource policies, flexible time, work from home, childca re also be liable to have happier and more motivat ed workers. According to Cascio 2005 employee selection is a critical part to make sure employees have the correct attitude. These findings suggest a need to revise certain assumptions regarding the nature of the employee-employer exchange relationship in China and in similar transitional societies.
In addition, one can see the importance of social interactions and the relationship of social exchange as presented in Appendix A for immediate practical application. Communication provides employees with the chance of exercising a level of process control. Motivation is necessary as human nature needs some sort of inducement, encouragement or incentive in order to get better performance. In order to increase efficiency, effectiveness, productivity and job commitment of employees, the business must satisfy the needs of its employees by providing good working conditions. Over time the impact of this process and importance of job attitude has been a subject of study and debate. Also, the vast majority of officers indicated that supervisors received little or no training. It is more of an attitude, in internal state.
Achievement and positive employee confidence in the workplace. Every person has activities, events, people, and goals in his or her life that he or she finds motivating. This suggests the importance of motivating employees. On the other hand, employee performance is dependent on job satisfaction and similar factors. It could be associated with a personal feeling of achievement, either quantitative or qualitative Mullins, 1999. Other factors that appear to affect effective functioning of organizations include management and leadership styles, unclear rules and regulations in the personnel policies, excessive work load, poor communication with supervisor cum unclear lines of communication, boredom and frustration resulting from lack of support from the superior, suitable career ladder, unchallenging jobs and inadequate fringe benefits as expected in the working condition Marriner- Tomey, 1996. The specific objectives are therefore listed below; 1.
The findings of this study are that employee participation not only an important determinant of job satisfaction components. This study is also giving some recommendation on improving the relationship between supervisor and employee and effectiveness of performance appraisal in an organization. A performance Comprises an event in which normally one group of people the performer or Performers act in a particular way for another group of people. The aim of this research is to study the job satisfaction and job performance in Guilan public sector. Therefore, every organization places a considerable reliance on their individual employee performance to gain high productivity in the organization.