Effects of Job Satisfaction on Employee’s Performance

BY : Anurag Shrestha
 INTRODUCTION
• Job satisfaction is an employee’s positive emotional response to job or aspects of job.

• When an individual’s says that he/she has high job satisfaction, it means that he/she likes
his/her job and satisfies with job environment. If employee dislikes his/her job, he/she will
feel job dissatisfaction.

• A satisfied individual employee and his effort and commitment are crucial for the
successfulness of the organization.

• There is a general understanding that the overall productivity and success of an

• What are the concept, practices and theory of Effects of Job Satisfaction on
Employee’s Performance applied in the organization?
 Objective of the Study

• The objective of this seminar paper is to review the concept, practices and theory of
Effects of Job Satisfaction on Employee’s Performance applied in the organization.
 Review of Literature

Luthans (1985)

• Job satisfaction is an affective or emotional response toward various facets of one’s job.

• A person with a high level of job satisfaction holds positive attitudes towards his or her
job, while a person who is dissatisfied with his or her job holds negative attitudes about the
job.

• There are a number of factors that influence job satisfaction. The major ones can be
summarized by recalling the dimensions of job satisfaction. They are pay, the work itself,
promotions, supervision, workgroup, and working conditions.
(Saiyaden, 1993)

• Job satisfaction is also defined as reintegration of affect produced by individual’s

(Porter and Lawler, 1974).

• Performance very much depends on perception, values and attitudes. There appear to be
so many variables influencing the job performance that is almost impossible to make
sense of them. Performance is defined as a function of individual ability and skill and
effort in a given situation
(Gibson, Ivancevih and Donnely, 1991)

• The main objective of reward programs are attract qualified people to join the
organization to keep employees coming to work and to motivate employees to achieve
high level of performance.

• To the extent that the rewards are adequate and equitable, the individual achieves a level
of satisfaction. The rewards can be broadly categorized in to two groups, namely intrinsic
rewards and extrinsic rewards.

• Pay, promotions, interpersonal relationships, status and fringe benefits are some of the
examples for extrinsic rewards.

• . Responsibility, achievement, autonomy, personal growth, challenge, complete work and

• Systematic review of existing literature on the topic of interest was conducted.

• Identifying and selecting relevant articles, reports, and other documents that contained
information related to the research question and synthesizing the data from these sources
was involved.

• Data were collected from relevant literature, and then articles were selected based on
predetermined inclusion and exclusion criteria.
 Finding and Discussion

• Job satisfaction is the feeling and perception of a worker regarding his/her work and how
he/she feels well in an organization. It indicates the extent of employees’ positive or
negative feelings towards their jobs and organizational behavior tried to improve it .

• It has been associated with numerous psychosocial issues, the changing world of work, and
organizational factors ranging from leadership to job design.

• Job satisfaction has been linked to many variables, including productivity, absenteeism,
turnover, etc.
• High job satisfaction may lead to improving productivity, decreased turnover, improved
attendance, reduced accidents, less job stress, and less unionization. If employees feel that
their jobs are fun and interesting, they will be more willing to put extra effort to work.
Thus job satisfaction benefits the whole organization.
 Conclusion

• Job satisfaction is the emotional response towards various job facets. Positive attitudes lead
to contentment, while dissatisfaction is associated with negative perceptions.

• Major factors influencing job satisfaction include pay, the nature of the job, promotions,
supervision, workgroup, and working conditions. High job satisfaction correlates with
better performance, while low satisfaction leads to performance problems.
• Job satisfaction positively impacts productivity, reduces absenteeism, lowers turnover,
and enhances organizational citizenship. Satisfied employees align with company goals,
reduce turnover, and enhance productivity.

• Job satisfaction is a critical factor influencing attitudes, behaviors, and overall well-
being. Ongoing attention and strategic initiatives are necessary for optimizing outcomes
for individuals and organizations.
 References

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