relationship between job satisfaction, job performance ... · the teachers are committed towards...

Entrepreneurship and Innovation Management Journal http://absronline.org/journals p-ISSN: 2310-0079, e-ISSN: 2311-1836 Volume: 2, Issue: 2 (May 2014), Pages: 135-144 © Academy of Business & Scientific Research

*Corresponding author:M.Azeem, University of Sargodha, Gujranwala, Pakistan.

E-Mail: [email protected]

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Relationship between Job Satisfaction, Job Performance, Attitude towards Work, and Organizational Commitment

Hafiz Imran1, Iqra Arif2, Sadaf Cheema2, and M.Azeem3*

1. Lecturer in Department of Commerce, University of the Punjab, Gujranwala Campus 2. University of the Punjab, Gujranwala Campus 3. Lecturer in Department of Business Administration, University of Sargodha, Gujranwala

The study intends to investigate the impact of job satisfaction and job performance to ward organizational commitment. A sample of 200 employees is selected from different public and private educational institutes of Pakistan and standardized questionnaires are completed by them. Regression analysis has been applied to make the results valid. The results of the study indicate strong positive relationship between job satisfaction and performance whereas organizational commitment has strong positive relation with performance and attitude towards work. The study identifies significant impact of organizational commitment on job satisfaction of employees working in educational sector. The teachers are committed towards their work by proper appeasing form concerned authorities their performance can be enhanced.

Keywords: Job Satisfaction, Performance, Attitude towards work and Organizational

Commitment

INTRODUCTION

With the initiation of globalization, one of the major challenges for managers is to develop valuable strategies for human resource to perk up business performance. While a result of the "stress to perform" the worth of happy employees is progressively more necessary. Job satisfaction that describes how happy a person is with his / her job. According to, Locke (1976) job satisfaction is a pleasurable or positive emotional state resulting from the valuation of their work and experience. Undefined optimistic attitude towards work and an enhanced organizational commitment leads to greater job satisfaction which in return perk up the performance of the individual (Linz, 2002).When the yield increases for staff or employees this will influence the organization’s performance and eventually the prosperity of the corporation. Organizational commitment is defined as "the

ability of the recognition of the individual and the participation in a particular organization. While the attitude is called as hypothetical construct that a person who hates or like for any behavior (Mowday, Porter, 1982). Current theory and practical research distinguishes the importance of organizational commitment differs organizational context and environment in which it is assessed is up to; for example private sector workers, on average, work, and organizational behavior to those of the public sector (Naff ,1999; Kirkman, 2001). Thus organizational commitment is anticipated that the nature and significance of various organizational settings and different cultural environments (Clugston, 2002; Smith, 2001). The rationale of this study is to measure the impact of organizational commitment job satisfaction on organizational commitment in

Job satisfaction, job performance, attitude towards work, and commitment Imran et al.

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public and private employees because these could be effective predictors of organizational commitment.

In Most of the existing studies different perspective of job satisfaction have been discussed with different contexts like; Job satisfaction theory affective, Dispositional Theory, a two-factor theory (theory and motivational explanations) and employment brand and type as normal can.

According to Nelson, (2006) employee satisfaction is priceless. Aggravated or discouraged workers are unconstructively affecting the desire to work. A smaller amount of satisfied employees in the organization affects their performance and the performance of the corporation include. Through the increase in competition among employees the firms have recognized the importance of employee’s satisfaction and performance and firms are increasing their human resource capital to competently participate in this global market. Some verification declare that so far it is not obvious that either job performance or job satisfaction with work performance depends on job satisfaction (Bagozzi, 1980). What the case may be possible but emotionally made assumption that employees those work tough for their organization is a popular trouble with one employee and may offer the justification for several organizational attempts to foster employees’ organizational commitment or identification. Because of its popularity, the required empirically work satisfaction, job performance, and organizational commitment and work behavior of employees in any significant relationship between the tests is assumed to check. The intensions of employees are victorious use for rewards to convince the workers performance as well as to inspire them. So, the several people have accepted the researches in this area, some of which are as (Oloko, 1977; Kayode, 1973; Egwuridi ,1981 and Nwachukwu, 1994). The performance of employees have become significant due to the intensifying concern of human resources and personnel proficient about the level of yield obtained from workers due to pitiable remuneration. This attitude is also a societal concern and is extremely important to categorize the problems that are attained in industrial surroundings due to non-chilling approaches of managers to administer their work by rewarding

them in a good way to maximize their productivity. All hard work must be geared in direction of developing worker’s interest in their career so as to make them contented in giving their most excellent to their work this will make certain industrial harmony. In examination of this, the study endeavors to identify the demands that rewards contain on workers performance in order to deal with problems arising from inspiring approaches in organizational settings (Solomon, 1986) .The rapidly enhance in the figure of business of services has additionally increased the significance of job satisfaction as in service sector employees have more direct interaction with their clients and effectiveness of a firm is mostly dependent on the performance of human capital of a firm. Educational sector has been selected to test the job satisfaction, attitude towards work, performance and organizational commitment of the workers because in this sector the workloads is high and long hours often are the norms of organizational culture . Although, educational workers are highly paid as compared to workers of other organizations but due to long hours working, they are not able to give proper time to other obligations including care to their parents and children’s. It is interesting to note here that most of educational employees feel proud to be attached with this profession either with the same organization or any other (Kelman, 2007).

The study attempts to examine the relationship of job satisfaction with performance, organizational commitment, attitude towards work and rewards exclusively public versus private sector employees. The purpose of this study is to check the impact of Job Performance, Attitude toward Work and Organizational Commitment on Job Satisfaction. The rest of the paper has been divided into four sections like; literature review has been discussed into section no two, methodology has been narrated in section three while findings and conclusion have been explained section no four and five respectively.

LITERATURE REVIEW

It is significant to mention in the very beginning the practical and pragmatic inquiry or research to measure the job satisfaction, job performance and

Entrep. innov. manag. j. p-ISSN: 2310-0079, e-ISSN: 2311-1836 Volume: 2, Issue: 2, Pages: 135-144

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organizational commitment is almost nil in Pakistan. Therefore we have to depend upon the most of the western resources; there is only little number of local resources that are undertaken. The researchers found a complex relation between reward practice and employee’s job performance i.e. not only the monetary rewards but employer’s appraisal rewards are also needed for better employee job performance. (Zakaria, Noordin, Hussin, Sawal, & Zakaria, 2011). Odunlade (2012) Conducted research and identified the relationship between benefits enjoyed by academic staff but denied by librarians and its effect professional librarian’s job satisfaction & job performance. His findings showed the unfairness and biasness in the distribution of benefits within the organizations which resulted in low level of satisfaction and job performance. According to Bernadine (2007) the fringe benefits and compensation referred to all kinds of financial returns whereas the tangible benefits are those that an employee received as the element of employer & employee relationship. These benefits are directly related to job satisfaction which affects the employee job commitment and job performance. Carmeli & Freund (2009) conducted the study and examined the social worker’s conviction about the prestige that foreigners attributed towards the organization and manners in which these convictions influenced the job commitment and job satisfaction. The analysis found the positive relationship between external prestige and affective job commitment and job satisfaction. The relationship between organization commitment and job performance found by them was not noteworthy whereas Riketta (2002) performed a meta-analysis to observe the relationship between organizational commitment and job performance. His research found that the remmuneration is taken as to be an important feature of job satisfaction. He also simplified the combined effects of the organizational commitment, job satisfaction and turnover. With the use of demographic variables Wharton, Rotolo, & Bird (2000) examined that employees are the part of the departments and depatments are division of an organization, so the employees are influenced by few other kind of social circumstances which resulted in the variation of job satisfaction with

respect to different societies and cultures. In this context, it’s not simple to reflect the definite sources for job performance and job satisfaction. While considering demographic data the research investigated the relationship between gender differences and job satisfaction uncovered the different findings. According to one researcher the female employees have higher level of job satisfaction than male employees (Hoppock, 1935). On the contrary other findings showed that male employees are more satisfied than female employees (Hullin & Smith, 1964). Another investigator illustrated that there are not any distinct differences exist between male and female employees with respect to their job performance and job satisfaction (D'Arcy, Syrotuik, & Siddique, 1984). In another study the results indicated the job satisfaction among employees which is the product of compound relationships along with demographic characteristics and job stressors. That scrutinized the positive relationship of job satisfaction with organizational commitment and negative relationship with employee intention to depart from organization. The researcher found the role conflict and role ambiguity inversely related to overall employee’s job satisfaction.

As it is thought that organizational commitment is a different concept than job satisfaction, there are different dimensions of job satisfaction. The researcher recognized organizational commitment the more comprehensive and universal but the job satisfaction reflected only the respondent’s reaction towards their job. Job satisfaction turned out less stable than up to some extend than organizational commitment (Porter, et al., 1974). According to a latest study examined by Busch, Fallan, & Pettersen (2012) conducted among teaching staff of Norwegian colleges, it revealed the positive correlation between job satisfaction and job commitment for the whole sample of teaching staff. The faculty employees believed their own abilities for the successful execution of research, lectures and the student communication. But the self-efficacy weakly correlated with organizational commitment and negatively correlated with job satisfaction. In another study the results indicated the job satisfaction among employees which is product of compound


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relationships along with demographic characteristics and job stresses. The researcher’s findings showed the positive relationship of job satisfaction to organizational commitment and negative relationship with employee intention to depart from organization. He found the role conflict and role ambiguity inversely related to overall employee job satisfaction (Igbaria & Guimaraes, 1933). Yang (2003) studied the different work structures which influenced the organizational commitment of employees in distinctive organizational rankings. The researcher found that at higher ranks of organization the managers have lower level of organizational commitment than workers while performing challenging practices. But according to Osterman (1996) the managers considered that the decentralization reduced their organizational importance, due to this transformation most of their privileges are shifted to workers. So the research harmonized that the organizational commitment of managerial employees decreased due to structural transformation. The investigator studied the determinants of employee’s job satisfaction in relation with managerial practices, job roles and nonprofit modes of ownership. The work showed the negative relation of pressure and fatigue at work with job satisfaction. Rather than that the scheduled working hours and wages have positive relation with findings, this study also contributed towards the rational human resource managerial system and nonprofit establishments are correlated with greater overall employee satisfaction. In another very recent study Newman & Sheikh (2012) highlighted the few factors those can promote employee commitment. The results showed the extrinsic rewards, intrinsic rewards and social rewards act the vital part in motivating the commitment among employees. The major determinants of emotional commitment were found i.e. role clarity and satisfaction with supervisor.

FIGURE 1 HERE

METHODOLOGY

The purpose of this study is to check the impact of Job Performance, Attitude toward Work and Organizational Commitment on Job Satisfaction.

The survey method is used to obtain the data from employees working in educational institution. It is not feasible to take interview the entire population for this research the survey technique is adopt. The questionnaire is used for this purpose that is developed by (Linz et al., 2002). The sample of200 employees among teaching staff that are selected from different educational institutes of Pakistan by using random sampling technique. The questionnaire contains the number of fixed questions on different statements in which it enquires or asks from employees about their Job Performance, Attitude towards Work, Organizational Commitment and Job Satisfaction. The secondary data is also used in this study that already available in published form. A questionnaire contain 28 items are selected to test the dependency of job satisfaction on attitude towards work & organizational commitment and interdependency between job satisfaction and performance. Five controlled variables (Gender, department, Education, Income and Age) are also included in the survey. In order to measure these variables mostly dichotomous and interval scales have been used.

Hypothesis:

H1: Organizational commitment and attitude towards work has statistically insignificant impact on Job satisfaction.

H2: Organizational commitment and attitude towards work has statistically insignificant impact on performance.

H3: The relation between job satisfaction and job performance is statistically insignificant.

RESULTS & DISCUSSION

In order to check the satisfaction of teaching staff of different educational institutes in Pakistan there are five entries. Following tables show a number few of demographics or controlled variables with their frequencies and mean values those are gender, organization, department, education, income and age of the respondents. The mean values are derived with respect to their level of job satisfaction. The results derived from demographic features show that the majority of male employees are working in educational institutes. There is a


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very few number of Ph.Ds but most of the employees are graduate and post graduated and they are giving services in private organizations. The Table no 01 is showing the descriptive statistics of the main variables. Results show that employees are highly satisfied with their job and the nature of work they are doing in their respective organizations kind of work they are doing. The results of descriptive statistics are showing that female staff is more satisfied as compare to male staff and it is also consistent with the literature. Employees having salary ranges from 50,000 to 100,000 are the least satisfied because they are more experienced as compare to other employees. In order to check the interdependency between job satisfaction and job performance bi-variate correlation has been applied. The results show a weak but significant relationship between job satisfaction and performance. It indicates that both variables have impact on each other while there is low level of multiciliniarity between predictors as explained in correlations. In Table no 03 the result of regression analysis have been shown indicate that there is the positive significant relationship between job satisfaction and attitude towards work. It implies that as the attitude towards become positive employees will feel more satisfaction towards their jobs. In Table no 04 the results of regression analysis have been shown indicate that there is the positive significant relationship between performance and attitude towards work. It implies that as the attitude towards become positive employees will feel more satisfaction towards their jobs and their performance will enhance the results are also similar with literature (Bateman & Organ, 1983). In Table no 05 the results of regression analysis have been shown indicate that there is the positive significant relationship between organizational commitment and performance. It implies that committed employees will perform well (Newman & Sheikh, 2012). In Table no 06 the result of regression analysis have been shown indicate that there is the positive significant relationship between job satisfaction and performance. It implies that as the attitude towards become positive employees will feel more satisfaction towards their jobs and their performance will enhance (Bagozzi, 1980).

INSERT TABLE 1-6 HERE

CONCLUSION

On the whole outcome shows that employees are

satisfied from their own job and attitude towards

work is positive. When the employees execute

his/her duties with greater efficiency then seems

more committed with their organization. The study

also discloses that there is a higher level of job

satisfaction is found among employees particularly

in private sector organizations. This research study

also make known to us that the job performance of

faculty staff is strongly associated with job

satisfaction and these of two variables are coherent

or in harmony. This piece of effort also gives the

explanation the natural behavior of an employee

i.e. the employees having better level of

organizational commitment perform more

admirably and employees having good attitude

towards work are extremely satisfied as compared

to employees who are less inclined towards their

work. The analysis found that the male teaching

staff in educational institutes is more satisfied in

contrast to the female ones. It is accomplished from

the above debate that performance of a staff

member is strongly associated with job satisfaction

which is almost constant. The study also explained

that the staff members those have magnificent level

of organizational commitment execute well as well

as achieve their goals. The staff members those

have a good quality of attitude towards work are

warmly satisfied as compared to those are less

inclined towards their work. It is recommended to

the managing committee of educational institutes

that they should adopt the appraisal reward policies

to enhance the level of job commitment as well as

performance. There should be some advancements

from government side to provide some privilleges

to the teaching staff of educational institutes.In

organizations the supportive environment should be

developed i.e. more disciplined & mannered, to

create the job satisfaction among the teaching staff.

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APPENDIX


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Table No: 02

Correlations

JS ATW P OC

JS 1 .200** .372** .491**

ATW .200** 1 .339** .426**

P .372** .339** 1 .470**

OC

.491** .426** .470** 1

**. Correlation is significant at the 0.01 level (2-tailed).


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Figure 1: Hypothesized Model

relationship between job satisfaction, job performance ... · the teachers are committed towards...

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