THE IMPACT OF JOB SATISFACTION ON

EMPLOYEES PERFORMANCE













A Thesis Submitted to the
Karakoram International University Gilgit
In Partial Fulfilment of the Requirements for the Degree of
Bachelors in Business Administration
By
Basharat Hussain
2009-kiu-019
2009-2013

II



Declaration

I hereby declare that this project is completely my own work and that any supplementary
sources of information have been accordingly cited.
I hereby declare that any Internet sources published or unpublished works from which I have
quoted or depict references fully in the text and in the content list. I know that failure to do
this will result in failure of this project due to plagiarism.
I understand I may be called for viva and if so must attend. I acknowledge that this is my
responsibility to check whether I am required to attend and that I will be available during the
viva periods.

Signed
Date
Name of Supervisor



III

Acknowledgment
First of all I would like to express my sincere appreciation and gratitude to my supervisor Mr.
Sajjad Haider for his guidance and insight throughout in making my thesis and especially, his
precious suggestions and comments that in fact guided my research and also helped me to
structure my thesis.
I am also very obliged to my parents for their continuous support. I owe a lot of their
unconditional love and understanding.

















IV

Abstract
The purpose of this research is to find the relationship between job satisfaction and employee
performance. Basically the fundamental purpose of this research is to know the cause and
effect of job satisfaction and employee performance in the field of education of Gilgit. The
study targets that how job satisfaction impact on employee performance. The study was based
on the target population of subjects of Gilgit city and has a size of 150 respondents. The
findings show that there is a positive relationship between job satisfaction and employee
performance.

Keywords: job satisfaction, employee performance, motivation, education industry, Gilgit.

V


Contents
Declaration .......................................................................................................... II
Acknowledgment ............................................................................................... III
Abstract ..............................................................................................................IV
Tabel of content for figures ................................................................................ 7
CHAPTER NO1 INTRODUCTION1.1introduction ........................................ 8
1.2 Purpose Statement: .................................................................................... 11
1.3 Objectives: ................................................................................................. 11
1.4 Significance: .............................................................................................. 11
1.5Research questions and hypothesis ............................................................. 13
1.5.1 Research Question ............................................................................... 13
1.5.2 Research Hypothesis ............................................................................ 13
1.6 Term definition ....................................................................................... 13
1.7 Conceptual model: ..................................................................................... 13
CHAPTER NO 2 LITERATURE REVIEW .................................................. 14
CHAPTER NO 3 METHODOLOGY ............................................................. 24
3.1 Research paradigm: .................................................................................... 24
3.2 Research approach ..................................................................................... 25
3.3 population and sampling ............................................................................ 26
3.3.1Population ............................................................................................. 26
3.3.2 Sampling .............................................................................................. 26
3.3.3 Sample size .......................................................................................... 27
3.4 Measures .................................................................................................... 27
3.5 Data collection method .............................................................................. 28
3.6 Methodology .............................................................................................. 29
CHAPTER NO 4 ANALYSIS .......................................................................... 32
Descriptive analysis ......................................................................................... 32
4.1.1Reliability test ....................................................................................... 32

VI

4.1.2Demographic profile of respondents ....................................................... 32
4.1.3 Histogram ............................................................................................ 33
4.2Inferential Analysis ..................................................................................... 35
4.2.1 Inferential analysis ............................................................................... 35
4.2.2Correlation ............................................................................................ 37
4.2.3 Regression ............................................................................................ 39
CHAPTER NO 5 Discussion and Conclusion ................................................ 43
5.1 Discussion: ................................................................................................. 43
5.2 Conclusion ................................................................................................. 44
5.3 Implications................................................................................................ 45
5.4 Limitation ................................................................................................... 46
5.5 Future Research ......................................................................................... 46
References .......................................................................................................... 47
Index...................................................................................................................53





7

Table of contents for figures
Figure 1 conceptual model.....................................................................................page14
Reliability test (figure2).........................................................................................page34
Demographic information (figure3).......................................................................page34-35
Histogram (figure4).................................................................................................page35
Histogram (Figure 5).................................................................................................page36
Histogram (figure 6)..................................................................................................page36
Scatter plot (figure7)..................................................................................................page37
Scatter plot (figure8)...................................................................................................page38
Scatter plot (figure9)...................................................................................................page38
Correlation (figure10)...................................................................................................page39
Correlation (figure 11)..................................................................................................page40
Correlation (figure12)...................................................................................................page41
Regression (figure 13).................................................................................................page41-42
Regression (figure 14)................................................................................................page 42-43









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CHAPTER NO 1
INTRODUCTION
1.1introduction
The topic which I have chosen is The impact of job satisfaction on employees
performance. Job satisfaction is very important in every sector the employee cant pay
attention on their job if they dont have job satisfaction from their organization it is an
important output that employees work for organization. It comprises of extrinsic and intrinsic
factors and helps maintain able and willing work forces. It is an interesting and significant
area for conducting research. The study made on the job satisfaction will reveal the factors of
feelings of employees. Education sector plays an important and vital role for the better
productivity and enhance the literacy rate so the sector which I chose, is education sector of
Gilgit. The importance of education sector is much more than all other sectors because this
sector is the back bone of the country the primary objective of government policy in the last
few years has been to improve the level and quality of education in Gilgit. The government
vision is to expand primary education and this measure can be used to assess whether
government schools have increased their coverage, by increasing enrolments faster than the
growth in population, especially at the primary level because that level forms the core of the
literate population. Literacy and primary school enrolment rates in Gilgit have shown
improvement during last five years but they are still lagging behind other countries of the
region. Scarcity of resources and inadequate provision of facilities and training are the
primary obstacles in imparting and expanding education. The present governments strategy
for the sector includes improving the functioning and utilization of existing schools,
improving the quality of education, increasing enrolment, improving access to education and
expanding the primary education system. Under the 18th constitutional amendment control
and management of the education sector has been devolved to the provinces. They are now
responsible for the key areas of the education sector i.e. curriculum and syllabus, centres of
excellence, standards of education up to intermediate level (Grade 12) and Islamic education.
Planning and policy and standards of education beyond Grade 12 are covered under Federal
Legislative List. All the provinces have shown their commitment to the National Education
Policy 2009.Despite strong economic growth during most of the past decade, Gilgit has not
progressed satisfactorily in social sectors, especially in education. With an adult literacy of

9

only 57%, almost one-half of its adult population is unable to read or write. This considerably
limits the opportunity towards acquiring skills and technical knowledge for higher
productivity and better earning levels. School enrolments are low and school dropout rates
too high. The budgetary allocation to education has remained around 2% of GDP for the past
decade, with a high proportion being spent on recurrent heads mainly salaries, leaving a small
amount for quality enhancement such as teachers training, curriculum development, provision
of school facilities and monitoring and supervision of education.
Wagner (1992) described about participations effect on performance and satisfaction He
found that there is direct relationship between participants and performance and participation
can have statistically significant effects on performance and satisfaction, but the average size
of these effects is small enough to raise concerns about practical significance. Charlie (2001)
described the relationship between interaction among actual ease-of-moment determinants
and job satisfaction and the prediction of voluntary turnover of moment.The result about that
study was individual level characteristics that determine actual ease of movement, often
ignored in favour of general job availability perspectives, appear to behave similarly to
unemployment rate in that job satisfaction's negative effect on turnover was greater when
either type of mobility determinant was high. Petty, Gail and Jerry (1984) investigated about
A meta-analysis of relationships between job satisfaction and individual performance. It is
not unusual for performance evaluation data to be restricted in range because of errors of
leniency and central tendency as well as because of the standardizing effects of employee
selection and training programs.
Janseen explained about Fairness perception as a moderator in the curvilinear relationships
between job demands and job satisfaction and job performance.The result of this study was
in terms of job design, creating a fit between reasonable demands and fair rewards will be
particularly effective and valued for the good performance because the employees are
interested in long term security good benefits and job protection. Sherry and Rabi(1992)
elaborated about organizational stress, job satisfaction and job performance where do we go
from here? they found in their study that there is a strong relationship between job
satisfaction and job performance and stress is an external factor that can badly minimize the
performance of the employee and also demotivate the employees efficiency .Jhon, Jose and
Boby discussed about An examination of organizational communication as moderator of the
relationship between job performance and job satisfaction. Results show that job
performance has a direct, weak to moderate relationship with job satisfaction.

10

The work already done on this problem is not quite enough in Gilgit already research in
Gilgit is that the sartorial differences in terms of salary, promotion, job security, recognition
and benefits play a significant role in influencing ones perception of job satisfaction.
Furthermore, to enrich the knowledge base in the area of job satisfaction in education sector
(both public and private), as there have been very few studies within the Gilgiti context that
have studied teachers perception of job satisfaction. The government sector of education
needs to introduce new pay system based on merit, to in case employees pay satisfaction.
Human resources practices regardless of sector (public or private) must be effectively and
fairly used to enrich employees job. Furthermore, private educational employees reported
dissatisfaction in term of job security. To overcome this obstacle private sector need to
introduce special schemes related retirement, pension, gratuity and other benefits to enhance
the employees sense regarding job security in effort to increase organizational commitment
which in turn will lead to employees commitment and high degree of satisfaction. The
problems which I found during my study are with the opening up of the economy of Gilgit, a
dramatic change has been observed both in manufacturing and in service sectors. This has
brought higher employment opportunities, increases in income level, and changes in
consumption pattern and consequently there emerges a competitive environment in the
country. Particularly, the expansion in private educational system, along with customized
services, has created a severe competition in this sector. This intense competition has made
the service gap wider as private education institutes offer better services to their internal and
external customers. This situation has created an urge to the educational policy makers to
identify the basic reasons and brought them into consideration with job satisfaction issue.
Employee satisfaction is thought to be one of the primary requirements of a well-run
organization and considered an imperative by all corporate managements. It is undeniable
fact that the future of business enterprise depends upon the satisfaction level of its workforce.
Dissatisfied workforces cause immediate problems only to their particular field. In this era of
globalization, growing economics, and improved technology are constantly presenting new
challenges and creating new opportunities for people. Employees with higher degree of
satisfaction and well committed are the most significant assets of any nations economy, and
act as competitive advantage for long term. The Gilgiti educational sector is a fast-growing
service sector that has seen tremendous progress. The purpose of my study is to identify the
relationship between job satisfaction and employee performance.


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1.2 Purpose Statement:
The purpose of this quantitative study is to test the theory of impact of job satisfaction
employees performance that relates the independent variable job satisfaction, to employees
performance controlling for motivation for the participants. The independent variable, job
satisfaction is generally defined as Job satisfaction describes how content an individual is
with his or her job. The happier people are within their job, the more satisfied they are said to
be. Logic would dictate that the most satisfied (happy) workers should be the best
performers. The dependent variable, employees performance is generally defined as it is a
rating system used in most corporations to determine the abilities and output of an employee.
And the mediating variable is motivation is generally define as a process that initiates, guides
and maintains goal oriented behaviours. Motivation is what causes us to act, whether it is
getting a glass of water to reduce thirst or reading a book to gain knowledge will be
statistically controlled in this study.

1.3 Objectives:
The objectives of this study are given below
To examine the impact of job satisfaction on employees performance.
To examine the impact of motivation on employees performance.

1.4 Significance:
This research will be very useful for managerial point of view. Managers usually in
educational sector think that Job performance has a direct and positive effect on job
satisfaction when we properly account for effort. Effort has a positive effect on job
performance and, thus, a positive, indirect effect on job satisfaction. The managers at
educational sector are an integral part of the management process. To understand the critical
importance of people in the education is to recognize that the human element. An well-
managed educational institutes usually sees an average worker as the root source of quality
and productivity gains. Such educational institutes do not look to profit, but to employees, as
the fundamental source of improvement. An institute is effective to the degree to which it
achieves its goals. An effective institute will make sure that there is a spirit of cooperation
and sense of commitment and satisfaction within the sphere of its influence. In order to make

12

employees satisfied and committed to their jobs in academic and research libraries, there is
need for strong and effective motivation at the various levels, departments, and sections of
the library. Specific employee attitudes relating to job satisfaction and organizational
commitment are of major interest to the field of organizational behaviour and the practice of
human resources management. Attitude has direct impact on job satisfaction. Organizational
commitment on the other hand, focuses on their attitudes towards the entire organization. So
there is a positive relationship between these elements means job satisfaction and employees
performance.
This study plays an important role for the policy makers. Policy makers are those who sets
the plan pursued by a government or business "policy makers often make the right decision
for the wrong reason. Policy-makers and social scientists have become interested in
developing indicators of the quality of work life. The point of this interest is to provide a
means of tracking changes in conditions of work and of the well-being of workers. Policy
makers of an organization plays an important role for making the policies because if they
make tight policies in the organization no relaxation for the employees of the organization.
Researchers suggest that psychological well-being in terms of happiness maximizes both
personal health as well as job performance and raises organizational productivity generally.
During the organizational change process in Tenors anxiety and stress levels were increased
and employees felt insecure in terms of job and pay level. Staff from educational institutes
generally changed their work environment due to the closure and inefficient information
transformation and communication among subsidiaries generated barriers and a sense of
panic among employees. As mentioned before human resource is perhaps the most important
strategic resource and its performance directly influences organizational competitive
capabilities. So policy makers should keep in their mind that the relax environment plays an
important role for increase the employees performance. My research is helpful for HEC that
they make those policies which are flexible for the educational institutes
This study plays an important role for increasing the knowledge for upcoming persons who
want to share their views in this study in the future. The construct of job involvement is
somewhat similar to organizational commitment in that they are both concerned with an
employees identification with the work experience. However the constructs differ in that job
involvement is more closely associated with identification with ones immediate work
activities whereas organizational commitment refers to ones attachment to the organization.
It is possible for example to be very involved in a specific job but not be committed to the
organization so this knowledge plays an important role for future knowledge.

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1.5 Research questions and hypothesis
1.5.1 Research Question
What is the impact of job satisfaction on the employees performance?
1.5.2 Research Hypothesis
H
1A
: There is a relationship between job satisfaction and employees performance.
H
2B
: There is a relationship between motivation and employee performance.
1.6 Term definition
Job satisfaction
Job satisfaction the term describes a positive feeling about a job resulting from a evaluation
of its characteristics. a person with high level of job satisfaction holds positive feelings about
his or her job, whereas a dissatisfied person holds negative feelings. When people speak of
employee attitudes, they usually mean job satisfaction
Motivation
Motivation as the process that account for individuals intensity, direction and persistence of
effort towards attaining a goal. Although general motivation is concerning with effort toward
any goal.
Employee performance
Employee performance the job related activities expected of a worker and how well those
activities were executed. Many business personnel directors assess the employee performance
of each staff member on an annual or quarterly basis in order to help them identify suggested
areas for improvement.
1.7 Conceptual model:

Figure1





14

CHAPTER NO 2
LITERATURE REVIEW
Wagner (1992) described about participations effect on performance and satisfaction the
purpose was of this study to re analyse a recent review of research on relationships between
participation and performance or satisfaction and compared the results of this reanalysis with
the findings of ten other reviews. Despite ostensible differences among the initial findings of
the eleven reviews, further analysis indicates that they all support the same conclusion. He
worked on two variables participants and satisfaction. He collects the data from previous
seventy published studies. After it he performed a pair of meta-analyses on a collection of
seventy published studies and participation-satisfaction correlations also examined. He found
that there is direct relationship between participants and performance and participation can
have statistically significant effects on performance and satisfaction, but the average size of
these effects is small enough to raise concerns about practical significance.
Charlie(2001) described the relationship between interaction among actual ease-of-moment
determinants and job satisfaction and the prediction of voluntary turnover of moment. the
purpose of this study was to understand about effects of job satisfaction and unemployment
rate on voluntary turnover that were moderated by education, cognitive ability, and
occupation-specific training. He worked on four variables job satisfaction, voluntary
turnover, movement capital and general availability. He collected the data from primary
sources that were different surveys the data were taken from a national representative sample
of young men and women. This data were analysed via survival analysis with time dependent
covariates and repeated turnover events. The result about that study was individual level
characteristics that determine actual ease of movement, often ignored in favour of general job
availability perspectives, appear to behave similarly to unemployment rate in that job
satisfaction's negative effect on turnover was greater when either type of mobility
determinant was high.
Petty, Gail and Jerry (1984) investigated about A meta-analysis of relationships between job
satisfaction and individual performance. the purpose of this study was to discuss about
different controversies about job satisfaction and performance of employee. They worked on
two variables that job satisfaction and individual performance. They worked on secondary
data that were taken from different well-known companies. The data were analysed by Meta-
analysis is a statistical technique that can be used to cumulate research findings across

15

studies. It can be used to average sample correlations across studies in order to distinguish
variance that is due to statistical artefacts from variance that is due to differences
Caused by moderator variables. They found in their study that individual job satisfaction and
job performance are positively correlated. It is not unusual for performance evaluation data to
be restricted in range because of errors of leniency and central tendency as well as because of
the standardizing effects of employee selection and training programs.
Janseen explained about Fairness perception as a moderator in the curvilinear relationships
between job demands and job satisfaction and job performance. The purpose of this study
was to contribute to the literature on moderating job-contextual influences by examining the
effect of perceptions of fairness on curvilinear demand-response relationships. More
specifically, taking an equity theory perspective. She worked on three variables job demand,
job performance and work satisfaction. She collected the data through a sample of low-level
and midlevel management employees from a Dutch industrial organization in the food sector
received a questionnaire through regular mail. This sample of management employees was
randomly selected from diverse units representing all functions and departments of the
company. The data was analysed multiple regression analyses to test the hypothesis of
quadratic-job demands by linear fairness perceptions interaction effects on the dependent
variables of job performance and job satisfaction. The result of this study was in terms of job
design, creating a fit between reasonable demands and fair rewards will be particularly
effective and valued for the good performance because the employees are interested in long
term security good benefits and job protection.
Sherry and Rabi(1992) elaborated about organizational stress, job satisfaction and job
performance where do we go from here? the purpose of this article was to tell about
different studies of two decades of empirical literature concerned with both direct and
moderating variable based analysis of the relationship of organizational stress with job
satisfaction and job performance. They worked on three variables job stress, job satisfaction
and job performance. They use historical primary data based upon different researches.
Analysis of data was done as a correlation studies. More sophisticated techniques such as
lisrel and path analysis have been used to examine the stress and satisfaction (job and
performance) they found in their study that there is a strong relationship between job
satisfaction and job performance and stress is an external factor that can badly minimize the
performance of the employee and also demotivate the employees efficiency.
Jhon, Jose and Boby discussed about An examination of organizational communication as
moderator of the relationship between job performance and job satisfaction. The purpose of

16

this study was moderating influence of organizational communication on the relationship
between job performance and job satisfaction. The study also re-examines the association
between these last two variables. They worked on three variables job performance, job
satisfaction and moderating as communication. They collected the data from 302 employees
at two manufacturing firms moderated regression analyses explored the influence of
organizational communication on the relationship between job performance and job
satisfaction. Results show that job performance has a direct, weak to moderate relationship
with job satisfaction.
Luo Lu (January 1999) described the work on Motivation and Employees well-being related
to job satisfaction. The purpose of this study was to investigate the relationship between job
demands and job satisfaction and mental health and impact of work motivation. He worked
on six variables intrinsic motivation, extrinsic motivation, supervisor support, colleague
support, supervisor satisfaction, promotion satisfaction and job satisfaction. By using random
sampling procedure. Home interviewed 300 working adults living in a city and worked in
Kaohsiung Company. Data were analysed using SPSS. Descriptive analysis and bivariate
correlations were conduct first followed by multivariate regression analysis. This study found
that work motivations were important moderators, and social support can be directly
protective to well-being.
Willmar and Arnold (May 2004) explained about Job demands, employee performance, job
resources, and their relationship with burnout and engagement: a multi-sample study. The
purpose of this study was to find out the relationship between job demands and job resources
and performance of employees. They worked on three variables job demands job resources
and employee performance. By using random sampling procedure. Home interviewed 500
working adults working in a Company. Data were analysed using SPSS. The methodology
confirm the hypothesized model indicating that burnout and engagement are negatively
related, sharing between 10 per cent and 25 per cent of their variances, burnout is mainly
predicted by job demands but also by lack of job resources and employee performance
whereas engagement is exclusively predicted by available job resources burnout is related to
health problems as well as to turnover intention, whereas engagement is related only to the
latter, burnout mediates the relationship between job demands and health problems, whereas
engagement mediates the relationship between job resources and turnover intention.

Caroline and Richare (1997) described the work on Proximal job characteristics, feelings of
empowerment, and Intrinsic motivation the purpose of this study was to find out the

17

relationship between job characteristics and intrinsic motivation. They worked on three
variables job characteristics, feelings of empowerment, and intrinsic motivation. The sample
was taken by Eighty-four technicians, 57 sales representatives, 13 clerks, and 6 managers
Returned completed questionnaires. The response rate was 80% for the technicians,
79% for sales representatives, 100% for clerks, and 67% for managers. The methodology
used in this article was correlation and results found that there is a negative relationship
between intrinsic motivation and quality of work life results thus support the notion that it is
useful to treat empowerment as a multidimensional construct.
Brenda and Sockel (November 1999) recognized the work on A confirmatory factor analysis
of IS employee motivation and retention the purpose of this study was to identify the
relationships between organizations and there is departments changing. They worked on eight
variables retention, motivation, turnover intent, loyalty, burnout job satisfaction, perception
of management, career development. After developing a questionnaire to investigate the
latent constructs of motivation and retention, they modified survey questionnaires were sent
to individual groups of professionals in the US Midwest. The sample consisted of a diverse
population of IS. Methodology used in this article for analysing the data was correlation and
regression on SPSS. The results shows that Job satisfaction and perception of management on
career development are two important indicators for the motivation construct, while loyalty,
burnout and turnover intent are the indicators for the retention construct. The results show
that the Motivation construct is highly correlated to the retention construct.
Lisa and Paul (2005) explained about Job stress, incivility, and counterproductive work
behaviour the moderating role of negative affectivity. The purpose of this study was to
identify the relationship between job stress and work performance. They work on three
variables job stress, work performance and effectively. Data was collected by using self-
reported questionnaires three hundred and seven participants were surveyed. The
methodology used for analysing the data was descriptive statistics and inter correlation the
results shows that Results indicate that incivility, organizational constraints, and interpersonal
conflict were negatively related to job satisfaction and positively related to CWB. Support
was also found for the role of negative affectivity as a moderator of the relationship between
job stressors and CWB, although only one significant moderator was found using peer-
reported CWB. In general, the relationships between job stressors and CWB were stronger
for individuals high in negative affectivity than for individuals low in negative affectivity.
Gary and Craigh ( June 2004) described about work motivation theory and research at the
dawn of twenty first century the purpose of this study was to identify the role of motivation

18

and other traits effective for good performance. They worked on six variables motivation,
needs, values, goals, effect and working behaviour. By using random sampling procedure.
Home interviewed taken by 200 employees working in a Company. Data were analysed by
using SPSS. Descriptive analysis and correlations were conduct first followed by multivariate
regression analysis. This study found that work motivations were important variable to
achieve the organizational goal and some values which create the organizational environment
which help to introduce the culture within the organization to implement the standards that
helpful to enhance the quality work.
Jeri and Vilmar (September 2008) analysed about The Job Demands-Resources model: A
three-year cross-lagged study of burnout depression, commitment, and work engagement the
purpose of this study was to identify the relationship between job demands and well-being
and performances of the employees. They worked on five variables Employee performance,
work engagement, well-being, depression, organizational commitment. Sample data was
collected by at baseline, a questionnaire survey was sent to all dentist members of the Finnish
Dental Association. In order to investigate the cross-lagged longitudinal analyses, we
employed structural equation modelling techniques using the AMOS 6.0 software package.
Several indicators for each latent variable were used in the tested models at both times. This
study found that the results supported both the motivational process and the health
impairment process. Job resources influenced future work engagement, which, in turn,
predicted organizational commitment, whereas job demands predicted burnout over time,
which, in turn, predicted future depression. In addition, job resources and employee
performance had a weak negative impact on burnout.
Timothy and Joyce (June 2001) recognized the work on The job satisfaction and job
performance relationship: A qualitative and quantitative review. The purpose of this study to
find out the relationship between job performance and job satisfaction. They worked on two
variables job satisfaction and job performance and find out the relationship with them. a new
Meta-analysis was conducted on 312 samples with a combined N of 54.41The mean true
correlation between overall job satisfaction and job performance was estimated to be .30. The
found that there is a direct relationship between job satisfaction and job performance all
mediator factors are helpful to improve the enhancement of job performance as well as the
employee is highly satisfied form the performance in terms of effectiveness and efficiency.
Lynn and harry (November 1989) elaborate about job satisfaction and organizational
commitment in relation to work performance and turnover intentions the purpose of this
study was to find out the relationship between job satisfaction and employees commitment

19

with organization. They worked on four variables job satisfaction, organizational
commitment, and work performance and turnover intentions. They studied in a sample of
bank tellers and hospital professionals. A self-reported mail questionnaire was completed by
two samples on professionals and other one was clerical. The relative correlative and relative
contribution method used to analyse the data. The result found that organizational
commitment was more strongly related than job satisfaction with turnover intentions.
Robert, Jim, Stephen and Patrick (1997) recognized the work on Perceived organizational
support discretionary treatment and job satisfaction the purpose of this study was to decide
how much the organization values their contributions and well-being, employees distinguish
job conditions whose favourableness the organization readily controls versus job conditions
whose favourableness is constrained by limits on the organization's freedom of action. A
diverse sample of 295 employees drawn from a variety of organizations was surveyed to
investigate the relationship between job satisfaction and organizational supports impact on
performance. Data were analysed by using correlation and regression test from SPSS. The
results indicated that No such relationship was found between job conditions and satisfaction.
To decide how much the organization values their contributions and well-being, employees
distinguish job conditions whose favourableness the organization readily controls versus
Job conditions whose favourableness is constrained by limits on the organization's discretion
Cheri (1992) investigated about the relationship between satisfaction, attitudes and
performance: an organizational level analysis the purpose of this study was to shown little
relationship between job attitude and performance for individual. He worked on three major
variables employee satisfaction, job attitude and performance for individual. Data were
collected for 298 schools in which 13,808 teachers were included. Correlation and regression
analysis were used to analyse the data. The results showed that there were relationship
between job satisfaction and employee performance which helpful for employee to enhance
the organizational commitment of an employee.
Lies and Timothy examined about Employee attitudes and job satisfaction. The purpose of
this study was to identify three major gaps between HR practice and the scientific research in
the area of employee attitudes in general and the most focal employee attitude in particular
job satisfaction. They worked on two variables employee attitudes and job satisfaction.By
using random sampling procedure. Home interviewed taken by 400 employees working in a
factory. Data were analysed by using SPSS. Descriptive analysis and correlations were
conduct first followed by multivariate regression analysis. Results analysed that Greater
insights on the relationship between employee attitudes and business performance will assist

20

HR professionals as they strive to enhance the essential people side of the business in a
highly competitive, global field.
Huey (2002) explored about The influence of nurses working motivation and job satisfaction
on intention to quit. The purpose of this study was to work on a competitive healthcare
market is indeed quality oriented, and improving the quality of healthcare services is a
continuing challenge to managers in the healthcare industry. He worked on three variables
work motivation, job satisfaction and intention to quite. This study was conducted in 3
hospitals located in southern Taiwan. These hospitals nursing administrators acted as
members of the Human Subject Review committees. Using the statistical package for the
social sciences (SPSS) software, English version 10.0. Descriptive information for all
included variables was presented. The results demonstrate that this project provided an
insight on the influence of nurses working motivation, job satisfaction, and general factors
on nurses intention to quit Taiwan. The healthcare market in Taiwan might not have
immediate problems of nursing shortage and high turnover rates. Nursing executives still
need to reduce nurses intention to quit and increase their job satisfaction.
Bond and Bunce (2003) discovered the work on The role of acceptance and job control in
mental health, job satisfaction, and work performance the purpose of this study was whether
or not mental health, job satisfaction, and work performance also predict levels of acceptance
and job control, one year on. Such reciprocal relationships run contrary to relevant theories
but by testing for them. Each of the 800 people selected to participate at received an envelope
that contained a cover letter that explained the study, and it asked them to print their name,
sign, and date the letter in the appropriate places, if they wished to participate. This letter was
attached to the questionnaires, and we included a freepost envelope that allowed
participants to send their questionnaire pack, which included their signed consent, directly to
us, free of charge to themselves. Data were analysed by using SPSS and ANOVA software.
Results indicated that acceptance predicted mental health and an objective measure of
Performance, over and above job control, negative affectivity, and locus of control.
Furthermore, these beneficial effects of having more job control were enhanced when people
had higher levels of acceptance.
Robert ( 1993) investigated about the influence of cognitive and effective based job
satisfaction measures on relationship between satisfaction and organizational citizenship
behaviour the purpose of this study was to identified that job satisfaction measures
characterizes by relatively high cognitive influence will be more strongly related or not.

21

This study used cross sectional survey data collected from two companies to test for the
relative effects off affective and cognitive job satisfaction on OCB. They worked on three
variables organizational citizenship behaviours, job performance and job satisfaction. The
data was analysed in different ways by factor analysis and secondly using the scale scores,
zero order correlation. The result found that the specific nature of the job cognitions to OCB
relationship. Perceptions of fairness appear to represent job cognition better than measures of
job satisfaction and thus may prove to be strong predictors of citizenship.
Patrick, Timothy and Lisa studied about The impact of HR practices on the performance of
business units. The purpose of this article examines the impact of HR practices and
organisational commitment on the operating performance and profitability of business units.
They worked on three important HR practises performance of business units, job satisfaction
and motivation. the Using a predictive design with a sample of 50 autonomous business units
within the same corporation, the article reveals that both organisational commitment and HR
practices are significantly related to operational measures of performance, as well as
operating expenses and pre-tax profits. Using the statistical package for the social sciences
(SPSS) software, English version 10.0. Descriptive information for all included variables was
presented. The results seem to indicate support for the hypothesised model. Future research
should focus on providing more detailed and more generalize able findings to add to the
knowledge base, exploring how firms can leverage people as a source of competitive
advantage.
Mark and Rodbert (1998) investigated about motivation and job satisfaction. The purpose
of this study was to judge the different motivation factors and job satisfaction factors which
directly and indirectly influence the organizational and employee performance. They worked
on six variables which are recognition, achievements, advancements, motivation, job
satisfaction and responsibility. They use historical primary data based upon different
researches. Analysis of data was done as a correlation studies. More sophisticated techniques
such as lisrel and path analysis have been used to examine the motivation and job satisfaction
The results analysed that Attitude is everything goes the familiar phrase. Indeed, attitudes
serve as the bottom line in specifying behaviour. However, they do not act alone. The values,
or worldview, a worker carries into the job form the foundation by which attitudes develop.
Therefore, managers must acknowledge both the significance of attitudes and values to the
actions of the worker.
Markus, Ganesh and David (January 2004) explored about Job satisfaction, job performance
and effort. The purpose of this study was clarifying ambiguities in the literature regarding

22

the relationships among three key constructs of work relationships: effort, job performance,
and job satisfaction. The relationship between job performance and job satisfaction is of
central interest to research in organizational psychology. They worked on three variables job
satisfaction, job performance and effort. Collected for their study of the effect of personal
difference variables on the job satisfaction of retail store managers. This data set is based on a
survey of a U.S. grocery retailer with more than 200 supermarkets. It contains typical
measures collected for job satisfaction studies and extensive operating and accounting
information for each store. They used SPSS and ANOVA for analysing the data. The results
demonstrate that a negative effect of effort on job satisfaction is consistent with agency
theory, but there is limited empirical evidence to support this assumption. Moreover, some
studies have found a positive effect of effort on job satisfaction.
Fred, Bruce, James and Steven (January 2007) investigated about Positive psychological
capital, measurement and relationship with performance and satisfaction the purpose of this
study was indicated that the composite factor may be a better predictor of performance and
satisfaction than the 4 individual facets. They worked on two variables work satisfaction and
work performance. Sample data was collected by 300 questionnaires and data was analysed
by using SPSS using regression and correlation tests. Results demonstrate that positive
constructs such as hope, resilience, efficacy, and optimism may have a common core that we
have labelled for convenience as psychological capital that can be measured and related to
performance and satisfaction
Thomas (August 2004) examined about high performance workplace practices and job
satisfaction the purpose of this study was investigate the effects of flexible workplace
practices on an individuals utility from working using the literature on job satisfaction as a
starting point . He worked on three variables high performance, workplace organization and
job satisfaction. The impact of HPWOs on workers well-being is analysed by using the
European Survey on Working Conditions (ESWC) for the year 2000, which has been
collected by the European Foundation for the Improvement of Living and Working
Conditions in 15 member countries of the European Union. Data were analysed by using
descriptive statistics. The results demonstrate that indicating that workers particularly value
the opportunities associated with these systems, such as an increased autonomy over how to
perform their tasks, and increased communication with co-workers. Being involved in team
work and job rotations as well as supporting human resource practices appear to contribute
relatively little to the increased job satisfaction from being involved in motivation.

23

Dwight and Robert(1984) examined about attribution influences on the job performance, job
satisfaction relationship. The purpose of this study was to examine the moderating influences
of locus of control on the performance-satisfaction relationship. Locus of control is expected
to moderate this relationship because of the generalized tendency of internals to attribute job
success to internal causes. They worked on two variables job performance and job
satisfaction. The sample was comprised of 116 respondents (106 were male) at a medium
sized industrial company employing almost 1,300 workers. The study was conducted with
only the technical employees in the engineering department of the organization. Data was
analysed by SPSS by using Meta correlation and regression test. The results analysed that
stronger relationship occurred between performance and satisfaction for individuals with
internal orientations. Although levels of job performance (and job satisfaction) were
relatively constant between internals and externals, the relationship between performance and
satisfaction was significantly different for persons with greater internal orientations.
Adeyinka, Ayeni and Popoola examined about Work motivation, job satisfaction, and
organisational commitment of library personnel in academic and research libraries in Oyo
State, Nigerea they worked on three variables motivation, job satisfaction and organizational
commitment the purpose of this study was to analysed that examine the relationship between
work motivation, job satisfaction and organizational commitment. The target population of
the study was library personnel in all research and academic libraries in Oyo state, Nigeria. A
census of five research and four academic libraries was taken. A total enumeration sampling
technique was used to select 200 library personnel Descriptive statistics, Pearson Multiple
Correlation, and multiple classification methods with t-test were employed to analyse the
collected data. Results demonstrate that no significant difference was observed in the
perceived work motivation of professional and non-professional library personnel.




24

CHAPTER NO 3
METHODOLOGY
3.1 Research paradigm:
According to Taylor, Kermode, and Roberts (2007, p. 5), a paradigm is a broad view or
perspective of something. Additionally, Weaver and Olsons (2006, p. 460) definition of
paradigm reveals how research could be affected and guided by a certain paradigm by stating,
paradigms are patterns of beliefs and practices that regulate inquiry within a discipline by
providing lenses, frames and processes through which investigation is accomplished All
researchers have different beliefs and ways of viewing and interacting within their
surroundings. As a result, the ways in which research studies are conducted vary. However,
there are certain standards and rules that guide a researchers actions and beliefs. Such
standards or principles can be referred to as a paradigm. According to Taylor, Kermode, and
Roberts (2007, p. 5), a paradigm is a broad view or perspective of something. Additionally,
Weaver and Olsons (2006, p. 460) definition of paradigm reveals how research could be
affected and guided by a certain paradigm by stating, paradigms are patterns of beliefs and
practices that regulate inquiry within a discipline by providing lenses, frames and processes
through which investigation is accomplished. All researchers have different beliefs and ways
of viewing and interacting within their surroundings. As a result, the way in which research
studies are conducted vary. However, there are certain standards and rules that guide a
researchers actions and beliefs. Such standards or principles can be referred to as a
paradigm. According to Taylor, Kermode, and Roberts (2007, p. 5), a paradigm is a broad
view or perspective of something. Additionally, Weaver and Olsons (2006, p. 460)
definition of paradigm reveals how research could be affected and guided by a certain
paradigm by stating, paradigms are patterns of beliefs and practices that regulate inquiry
within a discipline by providing lenses, frames and processes through which investigation is
accomplished.
Positivism is not only the system of philosophy; nor is it simply a new from religion; nor is it
simply a scheme of social regeneration. It partakes of all of these and professes to harmonize
them under one dominant conception that is equally philosophic and social. its primary
objects, write comet, its twofold: to generalize our scientific conceptions and to systemize
the art of social life. Accordingly comets ideal embraces the three main elements of which
human life consist thoughts, feelings and action.

25

Interpretivism defines as a research paradigm requires the consideration of ontology,
epistemology and methodology. Ontology is considered with the form and nature of reality, a
theory what exists and how exists. epistemology considered with the nature of knowledge
and considered with relationship between the knower and what van be known (Guba and
Lincoln,1994;schwandt,2001) in term of methodology ,clough and Nutbrown (2002:31) view
its task as un covering and justifying research assumptions as far as practicably as possible
and in doing so to locate the claims which the research makes with in the tradition of inquiry
which use it .
Pragmatism is a singular and multiple realities e.g. researchers test hypothesis and provides
multiple perspectives. Is a collaborative process of collecting, documenting validating a set of
requirements that constitute an agreement among key projects stack holders. Definition is
further divide into the critical process areas of elicitation, analysis, and specification and
validation process. From pragmatism perspective strives for requirements that are user
validated and clear enough to allow the team to proceed with design, construction and testing
at an acceptable level.
My research falls in positivism Paradigm because I want to verify the theory and want to
check the empirical relationship between different variables.
3.2 Research approach
Research in common parlance refers to a search for knowledge. Once can also define
research as a scientific and systematic search for pertinent information on a specific topic.
Infect research is an art of scientific investigation. The advance Learners Dictionary of
Current English lays down the meaning of research a careful investigation or inquiry
especially through search for new facts in any branch of knowledge. The research is to
discover answers to questions through the application of scientific procedures the main aim
of research is to find out the truth which is hidden and which has not been discovered as yet.
Quantitative research method focus attention on measurements and amounts (more and less
large and smaller, often and seldom, similar and different) of the characteristics displayed by
the people and events that the research studies. However researchers who are concerned with
such matters are often not content with such a simple distinction. Qualitative research seeks
to make sense of personal stories and the way in which they interact. Qualitative inquiry is an
umbrella term of various philosophical orientations to interpretive research

26

Qualitative research is conducted through an intense and/or prolonged contact with a "field"
or life situation. These situations are typically "banal" or normal, reflective of the everyday
life of individuals, groups, societies, and organisations (Miles and Huberman, 1994). In some
senses, all data are qualitative; they refer to issues relating to people, objects, and situations
(Berg, 1989, cited in Miles and Huberman, 1994). In the BE discipline there are distinct signs
of a growth in the application and acceptance of the use of qualitative approaches. Qualitative
research involves the use of qualitative data, such as interviews, documents, and participant
observation data, to understand and explain social phenomena. Qualitative researchers can be
found in many disciplines and fields, using a variety of approaches, methods and techniques.
There is a strong suggestion within the research community that research, both quantitative
and qualitative, is best thought of as complementary and should therefore be mixed in
research of many kinds. Das (1983) states that qualitative and quantitative methodologies are
not antithetic or divergent, rather they focus on the different dimensions of the same
phenomenon. Sometimes, these dimensions may appear to be confluent: but even in these
instances, where they apparently diverge, the underlying unity may become visible on deeper
penetration. The situational contingencies and objectives of the researcher would seem to
play a decisive role in the design and execution of the study.
My research falls in quantitative research approach because I want to verify the theory and
want to check the empirical relationship between different variables.
3.3 population and sampling
3.3.1Population
The sector which I choose is education sector from population. Questionnaire was design to
assess how the employee are responding to human recourse practices the findings from
primary data had played a major and guiding role in designing part of the questionnaires.
Population is the one whom we choose for the collection of data and which becomes part of
our survey for the research. In my research the population is teachers.
3.3.2 Sampling
There are types of sampling probability and non-probability. Probability include simple
random, cluster and stratified and non-probability include convenience sampling quota
sampling and systematic sampling A sample is a group having same characteristics of

27

populations. There are different types of sampling techniques. I use simple random sampling
technique and stratified technique.
3.3.3 Sample size
After defining population and identifying study design, it is important that many people
include in my sample. I work with quantitative data, and main objective is to verify particular
theory, then the quantitative data from a sample of people, want to use the findings to
generalize to the wider population, then it is best to use as large a sample as
possible, within available time and cost constraints. The logic is that the larger the sample,
the more likely it is to be representative of the entire population, and therefore more reliable
for generalizing your findings to the population as a whole. To work out the appropriate
sample size for study, there are many statistical procedures that can be used it is not hard and
fast rule to follow any procedure or ruleSample size for my research was 150 respondents
who filled the questionnaire.
3.4 Measures
In case of measuring, Job Satisfaction, motivation and employee performance only
respondent filled questionnaire will be used. Participant data was obtained thorough in one
survey with 5-point likert scale only. Participant will asked a few questions. The survey
contained a total of 21 questions and took approximately 10 to 15 minutes to complete.
Incomplete survey was not included in the survey. There were different measures for the
variables defined and were thought of with many complications. There were at least 5
questions in the survey obtaining data for one variable and some questions were directly
obtaining data with no complications. Measure for each variable is defined below:
Job Satisfaction
Job satisfaction was measure by asking the eleven questions by using the 5-points itemized
rating type scale ranging from (1) strongly disagree to (5) strongly agree
Motivation:
Motivation was measure by asking the four questions by using the 5-points itemized rating
type scale ranging from (1) strongly disagree to (5) strongly agree
Employee performance:
Employee performance was measure by asking the six questions by using the 5-points
itemized rating type scale ranging from (1) strongly disagree to (5) strongly agree

28

3.5 Data collection method
There are two types for data collection one is questionnaire and other one is interview.
Some advantages of questionnaire are Questionnaire is more practical related work. Large
amounts of information can be collected from a large number of people in a short period of
time and in a relatively cost effective way. It can be carried out by the researcher or by any
number of people with limited affect to its validity and reliability. The results of the
questionnaires can usually be quickly and easily quantified by either a researcher or through
the use of a software package. it can be analysed more 'scientifically' and objectively than
other forms of research. When data has been quantified, it can be used to compare and
contrast other research and may be used to measure change. Positivists believe that
quantitative data can be used to create new theories and or test existing hypotheses.
Some disadvantages are it is argued to be inadequate to understand some forms of
information - i.e. changes of emotions, behaviour, feelings etc. Phenomenologists state that
quantitative research is simply an artificial creation by the researcher, as it is asking only a
limited amount of information without explanation. It contains Lack of validity. There is no
way to tell how truthful a respondent is being. There is no way of telling how much thought a
respondent has put in. The respondent may be forgetful or not thinking within the full context
of the situation. People may read differently into each question and therefore reply based on
their own interpretation of the question - i.e. what is 'good' to someone may be 'poor' to
someone else, therefore there is a level of subjectivity that is not acknowledged.
These are some advantages for interview it is useful to obtain detailed information about
personal feelings, perceptions and opinions. They allow more detailed questions to be asked.
They usually achieve a high response rate. Respondents' own words are recorded ambiguities
can be clarified and incomplete answers followed up. Precise wording can be tailored to
respondent and precise meaning of questions clarified (e.g. for students with English as a
Second Language).interviewees are not influenced by others in the group. Some interviewees
may be less self-conscious in a one-to-one situation. There is a level of researcher imposition,
meaning that when developing the questionnaire, the researcher is making their own
decisions and assumptions as to what is and is not important. Therefore they may be missing
something that is of importance.

29

Some disadvantages of interview methods are they can be very time-consuming: setting up,
interviewing, transcribing, analysing, feedback, reporting. It can be costly. Different
interviewers may understand and transcribe interviews in different ways. It requires highly
skilled interviewer. It requires more energy. It May sometimes involve systematic errors. It is
more confusing and a very complicated method.
Every method has its own pros and corns. For my research point of view questionnaire is
more appropriate for answering the research question.
3.6 Methodology
There are two types of analysis descriptive analysis and inferential analysis.
Descriptive statistics is a set of brief descriptive coefficients that summarizes a given data set,
which can either be a representation of the entire population or a sample. The measures used
to describe the data set are measures of central tendency and measures of variability or
dispersion. It include survey and facts finding enquires of different kinds the major purpose
of this research is description of the state of affairs as it exists at present in social sciences
and business research we use the term of descriptive research the main characteristics of this
method research has no control on variables only report what has happened and what is
happening
In the inferential statistics, we are trying to reach conclusions that extend beyond the
immediate data alone. For instance, we use inferential statistics to try to infer from the sample
data what the population might think.
There are much type of tests which are apply in both analysis but for analysis the test which
is required for me are descriptive statistics, reliability test, histogram, scatter plot, correlation
and regression.
Descriptive statistics is a set of brief descriptive coefficients that summarizes a given data set,
which can either be a representation of the entire population or a sample. Descriptive
statistics is very important because with the help of it we can easily identify outliers of data
entry errors. Without using descriptive statistics if jumping direct on regression and
contingency technique so it is a big mistake. In descriptive statistics we identify the minimum
value, maximum value, mean, and standard deviation of our data. There are three variables in

30

my study (job satisfaction, motivation, employee performance) and descriptive statistics has
been applied on all variables.
Standard deviation is a measure of the dispersion of a set of data from its mean. The more
spread apart the data, the higher the deviation. In probability and statistics, the standard
deviation of a probability distribution, random variable, or population or multisets of values
is a measure of the spread of its values. Standard deviation is the most common measure of
statistical dispersion, measuring how widely spread the values in a data set is. If the data
points are all close to the mean, then the standard deviation is close to zero. If many data
points are far from the mean, then the standard deviation is far from zero. If all the data
values are equal, then the standard deviation is zero. There are three variables in my study
(job satisfaction, motivation, employee performance) and standard deviation has been applied
on all variables.
Regression is a statistical measure that attempts to determine the strength of the relationship
between one dependent variable and a series of other changing variables (known as
independent variables). The two basic types of regression are linear regression and multiple
regressions. Linear regression uses one independent variable to explain and/or predict the
outcome of dependent veritable , while multiple regressions uses two or more independent
variables to predict the outcome. . There are three variables in my study (job satisfaction,
motivation, employee performance) and regression has been applied on all variables.
Histogram is a graphical representation, similar to a bar chart in structure that organizes a
group of data points into user-specified ranges. A graph that uses vertical column to show
frequencies how many time each score occurs The histogram condenses a data series into an
easily interpreted visual by taking many data points and grouping them into logical ranges or
bins. Histograms are commonly used in statistics to demonstrate how many of a certain type
of variable occurs within a specific range. There are three variables in my study (job
satisfaction, motivation, employee performance) and histogram has been applied on all
variables.
Scatter plot Also known as scatter diagram or scatter graph, a scatter plot is a visual
representation of the relationships or associations between two numerical variables, which are
represented as points (or dots), and each plotted at a horizontal axis (y-axis) and vertical axis
(y-axis). In other words, it looks like a bunch of dots on a graph rather than lines or bars on a
graph. A scatter plot does not identify variables as dependent or independent, as any type of

31

variable can be plotted on either axis. The scatter plot is used to determine the three most
common kinds of relationships: positive or rising, negative or falling, and no relationship.
. There are three variables in my study (job satisfaction, motivation, employee performance)
and scatter plot has been applied on all variables.
Correlation Used to describe the observed relationship between instances of two events. A
systematic pattern can be seen in the occurrences of events that are correlated. When the
events involve numbers, a positive correlation means that as one increase, the other increases
as well. A negative correlation means that as one increase, the other decreases. Correlation
does not imply causation in any way. In other words, just because two events are correlated
does not mean that one causes another, or has anything to do with the other correlations deal
only with observed instances of events, and any further conclusions cannot be inferred from
correlation alone. There are three variables in my study (job satisfaction, motivation,
employee performance) and correlation has been applied on all variables







32

CHAPTER NO 4
ANALYSIS
Descriptive analysis
4.1.1Reliability test
Figure 2

Sr. No Construct/ variables CronbachAlpha
1 Job satisfaction .753
2 Motivation .804
3 Employee performance .899

Interpretation:

To check reliability of variables reliability test is applied on all variables which are job
satisfaction motivation and employees performance. The above table shows the value of
Cronbachs alpha of all variable. The value of Cronbachs Alpha for job satisfaction is .753,
for motivation is .804 and for employee performance is .899.The value of Cronbachs alpha
for all variables is greater than 0.70 which shows a high level of reliability
4.1.2Demographic profile of respondents
Figure 3

Variable Frequency %
Gender
Male 78 52%
Female 72 48%
Age
Less than 25 years 29 19.3%
25-35 years 63 42.0%
35-45 years 34 22.7%
45-years plus 24 16.0%
Nature of job
Primary job 91 60.7%
Part time job 59 39.3%
Organizational level
Government 73 48.7%
Private 77 51.3%

33

Interpretation:

Figure 3 shows overall result of my research demographic information of my research presents that
from total 150 respondents 78 are males and 72 are female. Consecutively with the percentages of
52% and 48%. Ages of my respondents are from less than 25 years are 29 with percentage of 19.3%.
respondents whose age is less 25-35 years are 63 with percentage of 42.0%,34 respondents whose age
is 35-45 years with percentage of 22.7% and persons whose age is 45 years plus are 24 with 16.0%.
There are 91 respondents who belong with primary job and 59 respondents who belong with part time
job consecutively with the percentages of 60% and 39.3%. 73 respondents in my research belongs
with government and 77 respondents are from private institutes.
4.1.3 Histogram
Figure 4

Interpretation
The figure 4 shows the histogram test applied on the variable which is job satisfaction. In this
histogram the highest peak is within the range of 3.00 to 4.00 the histogram of job satisfaction shows
a curve which is similar to bell shape curve but this curve is slightly shifted toward right side so the
histogram is said to be approximately normal.





34


Figure 5

Interpretation
The above figure 5 shows the histogram test applied on the variable which is motivation. In this
histogram the highest peak is within the range of 3.00 to 4.00 the histogram of motivation shows a
curve which is similar to bell shape curve but this curve is slightly shifted toward right side so the
histogram is said to be approximately normal.
Figure 6

Interpretation
The above figure 6 shows the histogram test applied on the variable which is employee performance.
In this histogram the highest peak is within the range of 2.00 to 4.00 the histogram of employee

35

performance shows a curve which is similar to bell shape curve but this curve is slightly shifted
toward left side so the histogram is said to be approximately normal.
4.2Inferential Analysis
4.2.1 Inferential analysis
Figure 7

Interpretation
Above figure 7shows the scatter plot test between motivation and job satisfaction. In this figure linear
regression line move from lower to upward. Which suggest that there is a positive relation between
motivation and job satisfaction .The value of R square quadratic is 0.395 and R square linear is 0.388
(0.395 0.388 = 0.007). The difference between two values is less that 0.05 so there is also linear
association among motivation and job satisfaction.







36



Figure 8


Interpretation
Above figure 8 shows the scatter plot test between employee performance and motivation. In this
figure linear regression line move from lower to upward. Which suggest that there is a positive
relationship between employee performance and motivation. The value of R square quadratic is 0.395
and R square linear is 0.318 (0.395 0.318 = 0.077). The difference between two values is greater
than 0.05 so there is no linear association among employee performance and motivation.
Figure 9

37

Interpretation
Above figure 9 shows the scatter plot test between employee performance and job satisfaction. In this
figure linear regression line move from lower to upward. Which suggest that there is a positive
relation between employee performance and job satisfaction. The value of R square quadratic is 0.585
and R square linear is 0.427 (0.585 0.427 = 0.158). The difference between two values is greater
than 0.05 so there is no linear association among employee performance and print job satisfaction.

4.2.2Correlation

Figure 10

Correlations

jobsatisfaction motivation
jobsatisfaction Pearson Correlation 1 .623
**

Sig. (2-tailed)

.000
N 150 150
motivation Pearson Correlation .623
**
1
Sig. (2-tailed) .000

N 150 150
**. Correlation is significant at the 0.01 level (2-tailed).


Interpretation:
Above figure 10 tells to investigate if there was a statistically significant association between
job satisfaction and motivation, a correlation was computed. Both the variables were
approximately normal there is linear relationship between them hence fulfilling the
assumptions for Pearson's correlation. Thus, the Pearsons r is calculated, r= 0.623, p < .001
relating that there is highly significant relationship between the variables. The positive sign of
the Pearson's test value shows that there is positive relationship; the effect size is large
relating that there is strong relationship between job satisfaction and motivation.

38


Figure 11

Correlations

Motivation
Employeeperforma
nce
Spearm
an's rho
Motivation Correlation Coefficient 1.000 .569
**

Sig. (2-tailed) . .000
N 150 150
employeeperformance Correlation Coefficient .569
**
1.000
Sig. (2-tailed) .000 .
N 150 150
**. Correlation is significant at the 0.01 level (2-tailed).


Interpretation:
To investigate if there was a statistically significant association between employee
performance and motivation, a correlation was computed. Both the variables were
approximately normal there is no linear relationship between them hence fulfilling the
assumptions for spearman's correlation. Thus, the spearmans r is calculated, r= .569 p < .001
relating that there is highly significant relationship between the variables. The positive sign of
the spearman's test value shows that there is positive relationship, the effect size is large
relating that there is strong relationship between employee performance and motivation test.

39


Interpretation
To investigate if there was a statistically significant association between job satisfaction and
employee performance, a correlation was computed. Both the variables were approximately
normal there is no linear relationship between them hence fulfilling the assumptions for
spearman's correlation. Thus, the spearmans r is calculated, r= 0.747, p < .001 relating that
there is highly significant relationship between the variables. The positive sign of the
spearman's test value shows that there is positive relationship, the effect size is large relating
that there is strong relationship between job satisfaction and employee performance test.
4.2.3 Regression
Figure 13

Variables Entered/Removed
b

Model Variables Entered
Variables
Removed Method
1 Job satisfaction
a
. Enter
a. All requested variables entered.

b. Dependent Variable: motivation



Figure 12

Correlations

Job satisfaction
Employee
performance
Spearma
n's rho
Job satisfaction Correlation Coefficient 1.000 .747
**

Sig. (2-tailed) . .000
N 150 150
Employee performance Correlation Coefficient .747
**
1.000
Sig. (2-tailed) .000 .
N 150 150
**. Correlation is significant at the 0.01 level (2-tailed).


40

Model Summary
Model R R Square Adjusted R Square
Std. Error of the
Estimate
1 .623
a
.388 .384 .50744
a. Predictors: (Constant), job satisfaction


ANOVA
b

Model Sum of Squares df Mean Square F Sig.
1 Regression 24.140 1 24.140 93.748 .000
a

Residual 38.110 148 .257

Total 62.250 149

a. Predictors: (Constant), job satisfaction

b. Dependent Variable: motivation


Coefficients
a

Model
Unstandardized Coefficients
Standardized
Coefficients
t Sig. B Std. Error Beta
1 (Constant) .789 .319

2.475 .014
Job satisfaction .786 .081 .623 9.682 .000
a. Dependent Variable: motivation


Interpretation:
Regression equation is motivation = 0.78+ 0.786(job satisfaction)
Interpretation
Simple regression was conducted to investigate how well motivation dependent on employee
performance. The results were statistically significant as p<.001. The indentified equation to
understand this relationship was motivation = .78 + 0.786* (job satisfaction). The adjusted
R
2
value was .384. This indicates that 38% of the variance in motivation was explained by job
satisfaction.



41

Figure 14
Variables Entered/Removed
b

Model Variables Entered
Variables
Removed Method
1 Employee
performance
a

. Enter
a. All requested variables entered.

b. Dependent Variable: motivation


Model Summary
Model R R Square Adjusted R Square
Std. Error of the
Estimate
1 .564
a
.318 .313 .53566
a. Predictors: (Constant), employee performance

ANOVA
b

Model Sum of Squares df Mean Square F Sig.
1 Regression 19.784 1 19.784 68.949 .000
a

Residual 42.466 148 .287

Total 62.250 149

a. Predictors: (Constant), employee performance

b. Dependent Variable: motivation


Coefficients
a

Model
Unstandardized Coefficients
Standardized
Coefficients
t Sig. B Std. Error Beta
1 (Constant) 1.681 .265

6.346 .000
Employee performance .554 .067 .564 8.304 .000
a. Dependent Variable: motivation


Regression equation is motivation = 1.681 + .554(employee performance)
Interpretation
Simple regression was conducted to investigate how well motivation dependent on employee
performance. The results were statistically significant as p<.001. The indentified equation to
understand this relationship was motivation = 1.681+ .554* (employee performance). The

42

adjusted R
2
value was .313. This indicates that 31% of the motivation was explained by job
satisfaction.


















43

CHAPTER NO 5
DISCUSSION AND CONCLUSION
5.1 Discussion:
The research is based on impact of job satisfaction on employee performance .In these variables
employee performance is dependent on job satisfaction and job satisfaction is independent and
motivation is mediating variable. In this research different tests has been use to analyze the
relationship between independent and dependent variables. The research which I had conducted is in
positivism paradigm which is define as positivism is not only the system of philosophy; nor is it
simply a new from religion; nor is it simply a scheme of social regeneration. It partakes of all
of these and professes to harmonize them under one dominant conception that is equally
philosophic and social. its primary objects, write comet, its twofold: to generalize our
scientific conceptions and to systemize the art of social life. Accordingly comets ideal
embraces the three main elements of which human life consist thoughts, feelings and actions
use quantitative method because I want to verify existing theory of job satisfaction and
employee performance.
In this research 52 % are male participants and 48% are female participants, which show that male
respondents are greater than female respondents. 19.3% respondents age is less than 25 years, while
42.0% respondents age is in between 25-35 years. 22.7% respondents age is in between 35-45
years.16.0% respondents are those whose age 45 plus years. If we look at the percentages most of the
respondents age are in between 25-35 years with the percentage of 22.7%. The second highest
percentage of respondents is 22.7% whos age are 35-45 years.
Histogram test was applied on variables. According to that test all variables form a curve that is
similar to bell shape curve. Scatter plot tests was applied on variable to find that there is linear relation
between these variables or not. The analysis of scatter plot of variables shows that variables have
linear relationship as well as nonlinear. The value of R square quadratic is and R square linear is
0.388 (0.395 0.388 = 0.007). The difference between two values is less that 0.05 so there is also
linear association among job satisfaction and employee performance. Thus the assumption of Pearson
correlation was fulfilled so Pearson correlation test was applied on variables. The result of Pearson
correlation shows that there is relationship between variables. The value of R square quadratic is
0.395 and R square linear is 0.318 (0.395 0.318 = 0.077). Thus the assumption of spearman
correlation was fulfilled so spearman correlation that shows there is no linear relationship. The value
of R square quadratic is 0.585 and R square linear is 0.427 (0.585 0.427 = 0.158). The difference

44

between two values is greater than 0.05 so there is no linear association among variables because
spearman correlation test was applied.
Job satisfaction and employee performance were approximately normal there is linear relationship
between them hence fulfilling the assumptions for Pearson's correlation. Thus, the Pearsons r is
calculated, r= 0.623, p < .001 relating that there is highly significant relationship between the
variables. The positive sign of the Pearson's test value shows that there is positive relationship.
Employee motivation and employee performance variables were approximately normal there is no
linear relationship between them hence fulfilling the assumptions for spearman's correlation. Thus, the
spearmans r is calculated, r= .569 p < .001 relating that there is highly significant relationship
between the variables. The positive sign of the spearman's test value shows that there is positive
relationship. Job satisfaction and employee performance the variables were approximately normal
there is no linear relationship between them hence fulfilling the assumptions for spearman's
correlation. Thus, the spearmans r is calculated, r= 0.747, p < .001 relating that there is highly
significant relationship between the variables. The positive sign of the spearman's test value shows
that there is positive relationship
The regression tests were also applied on variables to identify the relationship between independent
and dependent variable. According to regression test the model is good fit because the significance
value in ANOVA table is .000 which is less than 0.05. When we talk about contribution of
independent variable on dependent variable in model summary the adjusted R square value is .384.
This value indicates that independent variables have positive contribution to dependent variable
employee performance, Value 67.0 % contributes job satisfaction and rest of 23.0 % is contributed by
other factors.
5.2 Conclusion
The research is based on impact of job satisfaction on employee performance, where job satisfaction
and employee performance has a positive relationship. Employee performance plays a vital role for
enhanced the performance of overall organization if employee is motivated towards his or her job he
or she also satisfied from the job. Employee performance helps informs the employer about the
satisfaction and performance of employee. .In order to retain the loyal employees one has to make
strong performance appraisals that a good employee can retain his or her performance.Motivation
performs several functions which have impact on employee performance. After conducting this
research it is recognize that job satisfaction is an important indicator of how employees feel in
educational sector. About their job satisfaction it is also helpful for institutes includes reduction in
complains and grievances absenteeism, turnover and termination; as well as improve punctuality and
worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a

45

good indicator of longevity. Job satisfaction is not a synonyms with organizational morale, which the
possession of feeling have being accepted by and belonging to a group of employees through
adherence to common goals and confidence in desirability of these goals morale is the by-product of
the group while job satisfaction is more an individual state of mind while motivation is a state
between employee performance and job satisfaction which enhance the working of employees and
keep their attitude positive towards their working abilities intrinsic and extrinsic two thing from
which employee could b motivated towards his or her work. Intrinsic motivation means internal
satisfaction like appraisal an appraised the employee on good performance in front of colleagues and
external motivation is something to provide monetary benefits that automatically increases the
performance of employees. Which could increase the performance of employees and as well as
performance of organizations.
5.3 Implications
Manager need to develop a transparent, unbiased and competitive competition
in institutes.
As the study shows that job satisfaction has strong impact on employee
performance so mangers should focus on different types of motivational
activities that increase the motivational level of employees that also helpful to
increase the performance and also helpful to increase the satisfaction towards
their job.
The government function is to make and enforce the compulsory rules of
conduct for educational sector to improve the performance and motivation of
teachers
Government and managers should take steps to improve the literacy rate of
Gilgit by introducing new techniques for teachers that they take proper
intention towards their job.
Manager should need to develop a proper plan that enhances teachers
motivational level towards their duties.
Government and educational board should need to make clear policies for
their institutions in which all the facilities available to enhance the
performance as well as the satisfaction towards their job


46

5.4 Limitation
Already this study had been conducted in developed country for check out the impact of job
satisfaction on employee performance. Because of the unavailability of resources e.g.
financial resources and timing problem I narrow down my research only to the Gilgit city.
Overall, there were not any surprising findings. The study conducted corresponded with the
previous research as to what factors can predict job performance. Because the study was
conducted on a small sample in a mid-sized city, more research on different samples would
need to be conducted to draw further conclusions. Also, there is a lack of sufficient research
on this topic
5.5 Future Research
This study plays an important role for increasing the knowledge for upcoming persons who want to
share their views in this study in the future. The construct of job satisfaction is somewhat similar to
organizational commitment in that they are both concerned with an employees performance with the
work experience. However the constructs differ in that job satisfaction is more closely associated with
identification with ones immediate work activities whereas organizational commitment refers to
ones attachment to the organization because of good recognition and satisfaction. It is possible for
example to be very involved in a specific job but not be committed to the organization because of
satisfaction so this knowledge plays an important role for future knowledge.

47

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efinition&pg=PA170#v=onepage&q=interpretivism%20definition&f=true
http://books.google.com.pk/books?id=FoPrCBWUI34C&lpg=PA391&dq=paragmatism%20d
efinition&pg=PA391#v=onepage&q=paragmatism%20definition&f=true
http://books.google.com.pk/books?id=8c6gkbKi-
F4C&lpg=PA1&dq=research%20approach%20definition&pg=PA2#v=onepage&q=research
%20approach%20definition&f=true
http://books.google.com.pk/books?id=qx-
yzSILfbMC&lpg=PA1&dq=quantitative%20research%20method%20definition&pg=PA2#v
=onepage&q=quantitative%20research%20method%20definition&f=true
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Presentations/Qualitative%20Research%20in%20Information%20Systems.pdf
http://books.google.com.pk/books?id=8c6gkbKi-
F4C&lpg=PA1&dq=research%20approach%20definition&pg=PA3#v=onepage&q=research
%20approach%20definition&f=true

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Impact of Job Satisfaction on Employee Performance:

Dear participant,
The aim of the following survey is to examine the impact of job satisfaction on employee
performance. I am the student of Superior University and the survey has been conducted by
me for my thesis purpose. It will take only 10min to complete this survey. All the information
provided by you will be kept confidential.
Thanks for your time and cooperation.
Name (optional)
1. Age
Less than 25 years
25 35 year
35 45 year
45 plus
2. Gender
Male
Female
3. Nature of your job
Primary job
Part time job
4. Organizational Level
Government
Private
5. Department
6. Designation
Please indicate how strongly you agree or disagree with each statement using the scale given
below. Please mark the appropriate answer.
Scale
Strongly Agree Agree Neutral Disagree Strongly
Disagree
5 4 3 2 1





51

Job Satisfaction
1 I am satisfied with my current job. 5 4 3 2 1
2 The work I do on this job is very
meaningful to me.
5 4 3 2 1
3 My institute is willing to help me if I
need a favour
5 4 3 2 1
4 My present job in light of my career
expectations.
5 4 3 2 1
5 I feel satisfied and happy when I
discover that I have performed well on
this job.
5 4 3 2 1
6 I would not consider taking another job. 5 4 3 2 1
7 I find real enjoyment in my job 5 4 3 2 1
8 In my daily work, how free I am to
make decisions and to act on them
5 4 3 2 1
9 My present job when I compare it to
jobs in other institutes.
5 4 3 2 1
10 I am satisfied with my status in
community
5 4 3 2 1

11

I am satisfied with my chances of being
promoted to a better position

5

4

3

2

1

Motivation
1 I feel that my skills and capacities are
use in my job.
5 4 3 2 1
2 I always willing to help my colleagues
in their work
5 4 3 2 1
3 My supervisor has to work hard to
develop a friendly working atmosphere
among their people.
5 4 3 2 1
4 My management is really interested in
motivating the employee.
5 4 3 2 1

Employee Performance
1 I perform tasks that are expected from
me.
5 4 3 2 1
2 I feel successful on my job when, I
perform better than my colleague
5 4 3 2 1
3 I can clearly demonstrate that I am the
best qualified person.
5 4 3 2 1
4 I am clearly the most productive
employee.
5 4 3 2 1
5 I continue to look for new ways to
improve the effectiveness of my work.
5 4 3 2 1

52

6 I make constructive suggestions to
improve the overall
5 4 3 2 1