MOTIVATION – A HALLMARK OF JOB

SATISFACTION
Mr. Muhammad Khurram Khan

Mr. Muhammad Mazhar Javed

Abstract:
The purpose of this study the job satisfaction of employees in Housing Scheme Authority
of Pakistan. Housing Scheme Authority like Baheria Town and DHA has become an important
part of our society and profitable business. Our study focused on determine impact of factors like
employment insecurity, inflation, favoritism, unemployment, bribery on employee job
satisfaction in HAS of Pakistan.

Keywords: Employee involvement, moral of employee, Safety of employee,

Introduction
Employees’ job satisfaction is primarily dependent upon objectives and goals set by an
organization. Job satisfaction is achieved/ enhanced only when employee fulfills the manager
expectations. (Behrman, Bigoness & Perreault, 1981).

Happy employees are productive employees.” “Happy employees are not productive
employees.” We hear these conflicting statements made by HR professionals and managers in
organizations. The motivation level of our employees especially in Pakistan is very low, they are
not aware of their rights despite the fact that their organization are ISO certified (International
Standard Organization). The output of employees would enhance manifold if the grey areas are
addressed properly, viz Motivation of employees, their attitude towards the work/organization
would improve, thereby will certainly improve the level of job satisfaction.

Job satisfaction of employees is most important because without employee’s satisfaction

the organization cannot run properly. Different researchers and journalist have proven that
employee attitude and job satisfaction can bring enormous benefits to economy, society and
organization. Also it has been indicated in a study by HR professionals (Saari & Judge, 2004) the
major practitioner knowledge gaps in this area are: (1) the causes of employee attitudes, (2) the
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results of positive or negative job satisfaction, and (3) how to measure and influence employee
attitudes.

Literature Review
It is pertinent to know about the meaning of employee attitudes. Employees have
attitudes or viewpoints about many aspects of their jobs, their careers, and their organizations.
However, from the perspective of research and practice, the most important employee attitude is
job satisfaction and that is entirely based on motivation. Motivation supported by miscellaneous
welfare projects leads to smooth functioning of organization. (Human Resource Management,
Winter 2004, Vol. 43, No. 4, Pp. 395)

Employee’s Effectiveness:
It has been proposed by the researchers that the moral behavior of employees not only
benefits organizational functioning but also facilitates the construction of a business moral
culture. (Ding Yu Jiang)

Organizations oftenly invest in education and training of employees and the rate of return
in such investments crucially depends on retaining the trained employee after the training period.
Therefore it is of paramount importance for the firms to gain a good understanding of what
determines quits in order to enable the firms to retain their employees longer.
(Nicolai Kristensen & Niels Westergård-Nielsen, 2004)

Job Involvement:

Hypothesis 1. POS will be positively related to job involvement

Hypothesis 2. Job involvement will be negatively related to turnover intention
Hypothesis 3. POS will be negatively related to turnover intention
Hypothesis 4. Job involvement will mediate the relationship between POS and turnover intention
(Dharmasri Wickramasinghe, 11 March 2010)

By this we can conclude that organization support have a positive role with job
involvement of employees. If organization support is less so job involvement would be less.

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Employment insecurity:
There are certain factors which lead towards job insecurity. The unemployment rate is
also one of the factor of job insecurity however, wage growth is correlated with increase in job
security. These amenities can be traded off as substitutes given a level of bargaining power so
that higher job insecurity has to be compensated by higher wages.
(Dominik Hübler & Olaf Hübler, 2006)

The motivation factor is generally neglected but in such situations motivation of job
satisfaction can play a key role to strengthen the base and minimize the job insecurity.

Investigating perceptions of job insecurity is important for several reasons. Studies

conducted in developed market economies find that perceptions of job insecurity not only
adversely affect workers’ physical and psychological well-being but also workers’ organizational
loyalty and job satisfaction, contributing to deteriorating worker performance. Moreover, studies
suggest that perceptions of job insecurity may directly affect such economic outcomes as
consumption and employment, and may undermine workers’ bargaining power in negotiations
with their employers.
(Susan J. Linz and Anastasia Semykina, 2007)

It has been experienced that workers feel insecure in temporary jobs but at the same time
permanent public sector jobs are most secure in permanent public sector jobs with permanent
private sector jobs occupying an intermediate position. We also find that perceived job security
in both permanent private and temporary jobs is positively correlated with Unemployment
Insurance Benefit generosity, while the relationship with Employment Protection Legislation
strictness is negative: workers feel less secure in countries where jobs are more protected.
(Andrew Clark & Fabien Postel-Vinay, 2005)

The matrix security is divided in four types i.e.

1. Income security – this pertains to the protection of income in case of unemployment or

maternity, illness which can involve a break in paid work;

2. Employment security - Degree of certainty of a worker to remain at work.

3. Combination security- The possibility for workers to combine social responsibilities,

such a family duties and with paid work with their private life.

4. Job security – It is the expectation of a high job tenure with relation to a specific job;
(Borghouts, I & Wilthagen, T 2009. Flexicurity and Employment security: The Dutch Way)

In the United States, the general employers has the power to fire employees for no reason
except in Montana state.
(Lofaso, A. M (2010). Talking Is Worthwhile: The Role Of Employee Voice In Protecting,
Enhancing, And Encouraging Individual Rights To Job Security In A Collective)

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 In order to shorten the process without impacting the protection of academic freedom, the
employment contract could require binding arbitration.
(Mark L. Adams, 2006)

There are mark differences in wages, benefits,job security and working condition in a
contract and permanent worker. During more unemployment in a country absentees are recorded
less and has been indicated in several papers that absences tends to fall in recession.
(Amit K. Bhandari & Almas Heshmati, 2006)

It is also observed over a period of time that unemployment individuals with poor health
have a higer propensity for job in security while the educated lot have significantly lower
probability of job in security and also those with one – two years have higher levels of job
insecurity with those in longer tenure.
(Andrew Benito, 2004)

Inflation:
Inflation uncertainty leads to uncertainty about interest rate and other economic variables,
which further leads uncertainty about taxes, wages, rent, depreciation and profits etc. This will
force firms to delay their hiring, production and mainly investment because these decisions are
irreversible thus reducing the overall economic activity.
(Rizvi, S. K. A & Naqvi, B (2006). Asymmetric Behavior of Inflation Uncertainty and
Friedman-Ball Hypothesis: Evidence from Pakistan)

The poverty line given by the Government of Pakistan in 2004-2005 was Rs. 878.64 per
person. Thus, a household was characterized as poor if the average income of its members was
below the poverty line. Basing on this the poverty had cournt was calculated as number of people
as a proposition on the population that had income below the line. The second information given
was disaggregated expenditure of each household. These expenditures can be broken down into a
variety of categories, but for the analysis of the poverty head count, five major categories were
taken: (1) Food Expenditures, (2) Energy Expenditures (which contained expenditures on gas,
electricity, cooking and heating oil and other fuel related expenditures), (3) Educational
Expenditures, (4) Medical Expenditures, and (5) Other Expenditures.
(Chaudhry, T. T & Chaudhry, A. A (2008). The Effects of Rising Food and Fuel Costs on
Poverty in Pakistan)

Purchasing power is on which commodities? Purchasing power value on different

currencies to their share in international consumption expenditure.
(Thomas Pogge and Sanjay G. Reddy, 2004)

Favoritism:
In our social life it is normally observed that fellow members are considered better than
outsiders. Therefore favoritism is practiced.
(Shaun P. Hargreaves Heap, Arjan Verschoor and Daniel John Zizzo)

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 DISCRIMINATION AT WILL Title VII does not allow the employer to fire any employee
basing on employees colour, sex, religion, race or national origin. However the employer can fire
a woman on bases of wrong hairstyle that employer doesn’t like. Similarly any employer can not
fire a black but he can be terminated if the boss doesn’t like his personality.
(Julie C. Suk, 2007)

Unemployment:
Unemployment has always been a source of concern to any society/ social setup. Beside
all other implications it leads to serious social problems, not because of economic inefficiency it
implies but also because of its links with political protests and violent upraising.
(Rasmus Heltberg and Milan Vodopivec1, 2009)

Bribery:
The act of bribery means promising, giving, receiving, or agreeing to receive money or
some other thing of value with the corrupt aim of influencing a public official in the discharge of
his official duties.
(Harvey S. James, 2001)

Aims of the research study:

By performing this study we will identify the factors affecting job satisfaction in
HSA. The main objectives are;
 To investigate the relationship between Independent variables (Bribery,
Unemployment, Favoritism, Inflation, Employment insecurity,) dependent
veriable (Employee involvement)
 To detemine how much involvement towards HAS in society.

Frame work:

Bribery

Unemployment

Favoritism
Employee Involvement
Inflation

Employment Insecuirty

Analysis Tools:
For analysis of the data we will use Correlation and Regression analysis. Correlation will
indicate the dependency or independency of the variables with each other. The regression
analysis will tell us the measure of how well the data correlate

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Research Instrument:
Primary data will be collected with the help sets of self constructed questionnaire. Each
questionnaire will be having two sections. Section-I will be designed to know the demographics
of the respondents and section-II to identify factors leading to towards Eployee involvement in
HSA. Responses for questions will have different methods like tick-boxes, circling answers and
inserting their own comments and suggestions. Demographic section will be based on tick-boxes
while other will be based on five point from 1. Strongly disagree, to 5. Strongly agree.

Sampling:
The area we cover in this research paper is Islamabad due to have less time.

Papulation: Employees in Baheria Town & DHA

Size: 1100 in DHA & 21000 in Baheria Town

Technique: