Job Satisfaction

Syed Kazim Shah 8228

MCE

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The literature review provides the bases for the development of theoretical fame work by identifying variables that are very important, as determined by the previous research findings. Though it is based on assumptions but the researchers must use them near to the fact. Remember it is not a fiction or the researcher embossed his writing skills on the readers mind. He must be very clear to the objectives of the research and follow them accordingly. Variables, that are the foundation of the research and are taken to highlight the problem, should be simple and easily understandable for the readers as it increases the readers’ confidence in the ability, competency and professionalism of the researchers. All the details in a review should be synchronized in such a manner that it will not leave any flaw in the readers’ mind. As a review tells us what has already find out about a specific problem so it will help the future researcher to plan out their framework in different dimensions using different type of variables in the different situations to reach the result. A literature review ensures that you are at least familiar with the body of research in your field before starting your own investigations. Writing a literature review also provides practice in critical thinking. Once you have applied critical thinking skills to the findings of past researchers, you are in a better position to apply these same skills to your own work. A comprehensive literature review enables the researcher to select most appropriate method of research. It tells us that which procedure and methods was used in previous studies and if there is any problem

with these procedure and methods, what kind of strategy should be taken to avoid them. Repetition is never being appreciated in any literature as it bothers the reader. You have to avoid this if you want to engage the reader till the end. A review tells the whole story of the research so it should comprehensively precise including all necessary details about the topic, situation, variables that are taken and kind of questionnaire that are asked. After reading your literature review, the reader should come away with a deeper understanding of your topic. A good literature review sets out the gaps in current understanding. It seeks to explain these reasons why gaps persist. Some problems have not been thoroughly investigated for technical or practical reasons. In other cases, gaps are the result of methodological or theoretical "blind-spots". Identifying these can lay the foundation for new insights.

A review of the literature on Job Satisfaction & Employee Turnover The industrial and business sectors of various countries specially developing countries including Pakistan (where per capita income is very low) are facing the problem of job dissatisfaction among the employees and high rate of turnover. JOB SATISFACTION is regard to one’s feeling or state of mind regarding the nature of their work. Job satisfaction can be influenced by variety of factors such as kind of supervision, organization policies & administration, salary & quality of life etc.

Employers have a need to keep employee from leaving and going to work for other organizations. The best way of retaining employees is to provide the job satisfaction and opportunities to build up their careers. “The good hope is hard to find, is even truer these days than ever before because the job market in becoming increasingly tight”. (Eskildesen, Hammer) Theresa gave the study to examine the job satisfaction and intent to turnover using the

co relational design. He takes the sample (n = 107)

consist of direct support professional who worked for non profit organization

located

in South

Carolina

that served

People

with

disabilities development. Two instruments were utilized that measure the overall (Specter job satisfaction) and facet job satisfaction and intent to turnover

(Michigan

Organizational

Assessment

Questionnaire).

Demographic information regarding age and tenure were examined. Data analysis includes descriptive and inferential statistics. The result from the study suggests that there is a significant and negative correlation between job satisfaction and intent to turnover. It was demonstrated that tenure is related to job satisfaction and having positive & low relation. There was little evidence that suggest that age was significantly related to either job satisfaction or intent to turnover. Theresa take sample from single organization which in non profit organization. The non profit organizations are some extent running by the charity & donation and the remunerations for the employees in such organizations are low.1 Bhatti & Qureshi collect the information regarding the Name of organization, Life of organization in years, Number of employee, Employee participation, Job satisfaction, Employee commitment & Employee Productivity from the first line managers and their immediate 1

Theresa Ricke-Kely. USA

bosses. The Managers were given a questionnaire and were asked to give the answer at their best knowledge with reference to working conditions in their organization. Questionnaire was divided in to two portions. First line manager had to answer the question regarding name of organization, life of organization, number of employees, employee participation, job satisfaction and employee commitment. While the immediate bosses was to answer the question from the portion of employee productivity. The questionnaire consists on relationship among job satisfaction, employee commitment, and employee productivity. They used Likard scale questionnaire. They take sample from communication sector, banking sector and oil & gas sector of Pakistan. 34 organizations were selected for study. They measured job satisfaction by using the variables, employee productivity, employee commitment and employee participation and their hypothetical research found strong and positive relationship between the job satisfaction and mentioned variables. The finding suggests

that

management

of

organization

should

increase

the

satisfaction among employees with compensation, policies and working conditions in order to attain high level of employee commitment and reduce turnover.2 The sample size was not enough to reflect image of the organizations functioning in Pakistan. Data collection method for research is very common. Other methods could have been used for this research study like group discussion / discussion forum. The late 1920s one of the first studies of job satisfaction undertaken by Mayo & Hawthorne. This study referred to & focused on employee attitude and its impact on production levels. The study highlighted that employees & workers develop their own perceptions of the work situation and the social environment, which affects their 2

Komal Khalid Bhatti & Tahir Masood Qureshi.

attitudes towards their work. The findings of the study provided consistent results with the observations of Taylor in 1911, that individual workers wants economic incentives/monetary rewards and are willing to work harder for it. He used the global approach to measure job satisfaction. The study found that 88% of the surveyed were classified as being satisfied, and there was a direct linear relationship between occupational level and job satisfaction3 This section examines the literature regarding theories and models used to explain the determinants of job satisfaction. There are two broad categories to classify job satisfaction theories, that is, process and content theories. Content theories are predominantly concerned with the identification of specific needs or motives most conducive to job satisfaction. The Maslow’s Need Hierarchy and Herzberg’s Two-Factor theory are examples of content theories. Process theories go further than identifying basic needs that motivate people. They focus on the individual’s dynamic thought processes and how they produce certain types of behavior/attitudes. Equity Theory, Need-Fulfillment Theory, Social Comparison Theory, Facet-Satisfaction Model, Job Characteristics Model. To better understand employee attitudes and motivation, Frederick Herzberg performed studies to determine which factors in an employee's work environment caused satisfaction or dissatisfaction. The studies included interviews in which employees where asked what pleased and displeased them about their work. Herzberg found that the factors causing 3

job

satisfaction

Mayo & Hawthorne study

were

different

from

that

causing

job

dissatisfaction. He developed the motivation-hygiene theory to explain these results. He called the satisfiers motivators and the dissatisfier hygiene factors, using the term "hygiene" in the sense that they are considered

maintenance

factors

that

are

necessary

to

avoid

dissatisfaction but that by themselves do not provide satisfaction. He describes that factors leads to job satisfaction are Achievement, Recognition, Work itself, Responsibility, Advancement and Growth and the

factors

Supervision,

which

leads

Relationship

to

dissatisfaction

with

Boss,

are

Work

Company

conditions,

policy, Salary,

Relationship with co workers Herzberg argued that management not only must provide hygiene factors to avoid employee dissatisfaction, but also must provide factors intrinsic to the work itself in order for employees to be satisfied with their jobs.

4

The two-factor result is observed because it is natural for people to take credit for satisfaction and to blame dissatisfaction on external factors. Furthermore, job satisfaction does not necessarily create a high level of motivation or productivity. Herzberg's theory has been broadly read and despite its weaknesses. True motivation comes from within a person and not from KITA factors (Kicks in the Pants). Maslow suggested that there exists a hierarchy of human needs, commencing with physiological needs then safety, social, esteem and at last self actualization need. He says that these needs must be satisfied in the order listed. Maslow's theory says, there are some important implications for management. There are opportunities to motivate

4

- Frederick Herzberg 1959

employees and provide them job satisfaction through management style, job design, company events, and compensation packages.5 Physiological needs provide lunch breaks, rest breaks, and wages that are sufficient to purchase the essentials of life. Safety needs provide a safe working environment, retirement benefits, and job security. Social needs create a sense of community via team-based projects and social events. Esteem needs recognize achievements to make employees feel appreciated and valued. Offer job titles that convey the importance of the position. Self-Actualization provides employees a challenge and the opportunity to reach their full career potential.6

Evaluation of Literature Review. I have read almost 14 articles & theories about my topic and discussed some of them which were easy to understand for me. The Source which I used for study was internet.The literature review given above is easy to understand and covered findings of home (Pakistan) and abroad researcher also. At the end of every researcher’s finding the criticism on their research is also given in such a comprehensive manner that it shows the clear picture of all findings and lacking area of research. I used the way which attract the readers and tried to carry them till end. The variables used by the researchers are discussed in detail and their dependency & impact on problem. Some researcher used single variable to check the job satisfaction and some use two or more. I discussed both.

5 6

- Maslow 1943 - (www.netmba.com)

The review given tells that there are many factors which influence the job satisfaction in an organization but in Pakistan are remunerations and monetary rewards as the research work done by Komal Khalid Bhatti & Tahir Masood Qureshi. The literature shows the clarity and accuracy. It provide the base for further working and having complete knowledge about the topic that what has been done in the field so far. I tried to avoid the reputation of statements and convey the whole story in short wordings. The bad factor of my literature review is that I have only discussed five researches & Theories but that was only because of shortage of time and restrictions.

Theoretical Foundation Many theories support The Topic Job satisfaction and Employee Turnover and define the characteristics of satisfaction and to some extent dissatisfaction. Some of the theories are discussed in detail here.

Job Characteristics Model Hackman & Oldham proposed the Job Characteristics Model which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback). These impact three critical psychological

states

(experienced

meaningfulness,

experienced

responsibility for outcomes, and knowledge of the actual results), in turn influencing

work

outcomes

(job

satisfaction,

absenteeism,

work

motivation, etc.). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employee's attitudes and behaviors.

Maslow Hierarchy of Need Maslow suggested that there exists a hierarchy of human needs, commencing with physiological needs then safety, social, esteem and at last self actualization need. Maslow says that these needs must be satisfied in the order listed. According to theory, there are some important implications for management. There are opportunities to motivate

employees

and

provide

them

job

satisfaction

through

management style, job design, company events, and compensation packages. Physiological needs provide lunch breaks, rest breaks, and wages that are sufficient to purchase the essentials of life. Safety needs provide a safe working environment, retirement benefits, and job security. Social needs create a sense of community via team-based projects and social events. Esteem needs recognize achievements to make employees feel appreciated and valued. Offer job titles that convey the importance of the position. Self-Actualization provides employees a challenge and the opportunity to reach their full career potential. Maslow's Hierarchy of Needs Self-Actualization Esteem Needs Social Needs Safety Needs Physiological Needs

Herzberg's Motivation - Hygiene Theory (Two Factor Theory) To better understand employee attitudes and motivation, Frederick Herzberg performed studies to determine which factors in an employee's work environment caused satisfaction or dissatisfaction. The studies included interviews in which employees where asked what pleased and displeased them about their work. Herzberg found that the factors causing

job

satisfaction

were

different

from

that

causing

job

dissatisfaction. He developed the motivation-hygiene theory to explain these results. He called the satisfiers motivators and the dissatisfiers hygiene factors, using the term "hygiene" in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction. The following table presents the top six factors causing dissatisfaction and the top six factors causing satisfaction, listed in the order of higher to lower importance. Factors Affecting Job Attitudes

Leading to Dissatisfaction

Leading to Satisfaction

•

Company policy

•

Achievement

•

Supervision

•

Recognition

•

Relationship w/Boss

•

Work itself

•

Work conditions

•

Responsibility

•

Salary

•

Advancement

•

Relationship w/Peers

•

Growth

Summary of Literature Review.

The industrial and business sectors of various countries specially developing countries including Pakistan (where per capita income is very low) are facing the problem of job dissatisfaction among the employees which is causing the less productivity, less job commitment, and increasing turnover. Employers have a need to keep employee from leaving and going to work for other organizations. The best way of retaining employees is to provide the job satisfaction and opportunities to build up their careers.

What is Job Satisfaction? Jobs Satisfaction is regard to one’s feeling or state of mind regarding the nature of their work. Job satisfaction can be influenced by variety of factors

such

as

kind

of

supervision,

organization

policies

&

administration, salary & quality of life etc. Organizations invest a lot

on their employees in terms of training, developing, maintaining and retaining them in their organization. Therefore, managers at all costs must minimize employee’s turnover. What is Employee Turnover? Employee turnover is a ratio comparison of the number of employees a company must replace in a given time period to the average number of total employees. Many factors play a role in the employee turnover rate of any company, and these can stem from both the employer and the employees. Wages, company benefits, employee attendance, and job performance are all factors that play a significant role in employee turnover. “The good hope is hard to find, is even truer these days than ever before because the job market in becoming increasingly tight”. (Eskildesen, Hammer)

Theresa examine he job satisfaction and intent to turnover using the

co

relational design. Two instruments were utilized that measure the overall (Specter job satisfaction) and facet job satisfaction and intent to turnover (Michigan

Organizational

Assessment

Questionnaire).

Demographic

information regarding age and tenure were examined. Data analysis includes descriptive and inferential statistics. The result from the study suggests that there is a significant and negative correlation between job satisfaction and intent to turnover. It was demonstrated that tenure is related to job satisfaction and having positive & low relation. Bhatti & Qureshi collect the information regarding the Name of organization, Life of organization in years, Number of employee, Employee participation, Job satisfaction, Employee commitment & Employee Productivity from the first line managers and their immediate bosses. The Managers were given a questionnaire and were asked to give the answer at their best knowledge with reference to working conditions in their organization. Questionnaire was divided in to two portions. First line manager had to answer the question regarding name of organization, life of organization, number of employees, employee participation, job satisfaction and employee commitment. While the immediate bosses was to answer the question from the portion of employee productivity. The questionnaire consists on relationship among job satisfaction, employee commitment, and employee productivity. They used Likard scale questionnaire. They take sample from communication sector, banking sector and oil & gas sector of Pakistan. They measured job satisfaction by using the variables, employee productivity, employee commitment and employee participation and their hypothetical research found strong and positive relationship between the job satisfaction and mentioned

variables.

The

finding

suggests

that

management

of

organization should increase the satisfaction among employees with

compensation, policies and working conditions in order to attain high level of employee commitment and reduce turnover. The late 1920s one of the first studies of job satisfaction undertaken by Mayo & Hawthorne. This study referred to & focused on employee attitude and its impact on production levels. The study highlighted that employees & workers develop their own perceptions of the work situation and the social environment, which affects their attitudes towards their work. The findings of the study provided consistent results with the observations of Taylor in 1911, that individual workers wants economic incentives/monetary rewards and are willing to work harder for it. He used the global approach to measure job satisfaction. The study found that 88% of the surveyed were classified as being satisfied, and there was a direct linear relationship between occupational level and job satisfaction. The study of job satisfaction and its effects have been of concern and of interest to organizations and researchers since Hoppock’s first study of the topic in 1935. Studies have found that the lack of satisfaction can have serious consequences. One is the intent to turnover. Turn over is a serious problem is and it’s seriously effect the quality of service, productivity and ultimately overall organizational success.

Research Design OBJECTIVES. 1.

To Study the basic characteristics of Job satisfaction & Employee turnover

2.

To analyze the job satisfaction in a particular sector and reasoning of dissatisfaction among the employees

3.

To identify the variables influence the job satisfaction

4.

To measure the employee productivity, employee commitment and loyal ness to their organization.

DATADate will collected from the Accounts employees of various organizations. The variable used will be employee turnover. 20 to 30 people will be selected for the collection of data. Methods of Data Collection The broader purpose of the present study is to explore the relationship among employee job satisfaction and employee Turn over. Data will be collected from the accounts employees of various organizations. A questioner technique will be used in order to obtain data and employees will be asked to give the answers of questions in accordance to their best knowledge. Questionnaire will be divided in to two parts dissatisfaction factors and satisfaction factors Methods of Data Analysis Data will be analyze according to job experience with respect of salary and secondary data will be used to make calculations and analysis.

END REFERENCES. 1-

Theresa Ricke-Kiely, University of South Coroline, U.S.A.

2-

*Komal Khalid Bhatti, Business Administration Department, Mohammad Ali Jinnah University, **Tahir Masood Qureshi, Business Administration Department, Mohammad Ali Jinnah University,

3-

Myo his colleagues & Hawthorne study

4-

Frederick Herzberg 1959 The Motivation to Work

56-

Abraham Maslow in his 1943 paper A Theory of Human Motivation. www.netmba.com