Job Satisfaction

The term " employee turnover " is an important metric that is often central to organizations' workforce planning and strategy. The reasons why employees leave their current positions; not just the fact that they leave have crucial implications for future retention rates among current staff, job satisfaction and employee engagement and an organization's ability to attract talented people for job vacancies. The impact of turnover has received considerable attention by senior management, human resources professionals and industrial psychologists. It has proven to be one of the most costly and seemingly intractable human resource challenges confronting several organizations globally. The purpose of this research is therefore, to find out the actual reasons behind turnover and its damaging effects on the productivity of manufacturing industries in Malaysia. To explore turnover in greater detail, this article will examine the main sources of employee turnover, its effects and recommend some strategies on how an organization can retain employees and reduce employee turnover.

Background of the study The effectiveness and efficiency of the service organisation such as the library is measured in terms of quality of service rendered to its users. The quality of service mainly depends upon the quality of its workforce, which in turn directly depends on professional knowledge, adaptability, satisfaction and commitment levels of the professionals working in a given library. The productivity levels of librarians depend upon their commitment to work, which is dependent on the satisfaction they derive from their jobs. A satisfied library professional is regarded as a productive professional who not only renders quality service to his/her users, but also ensures commitment to the parent organisation in which he/she is serving and contributes one’s might to its image building (Gowda, 2009).

Dr. Hussein Osman Ahmed , 2018

Employees’ job satisfaction is assumed to have great importance for the success of educational systems, both private and public institutions. In the last two decades, a few researches have been conducted on the factors affecting employees’ job satisfaction in higher education sector in Somalia in general and specifically in private universities in Mogadishu. Therefore, this study aimed to investigate the factors affecting employees’ job satisfaction, as well as, to explore the moderating role which organizational justice perceptions could have in the determinants of job satisfaction. The study was conducted on a sample systematically selected from the administration team and employees of two selected private universities in Mogadishu, Somalia; namely University of Somalia (UNISO) and SIMAD University. The study used quantitative cross sectional survey research design by employing structured questionnaire adapted from previous studies. A sample of the selected universities employee members (N = 350) was asked to fill out the instrument that was classified into three (3) sections. The first section included 7 demographic variables. The second section was based on the questionnaire adapted from Boeve (2007) consisting of 55 questions relating to the job facets to measure employees’ job satisfaction. The last part was based on a questionnaire adapted from Neihoff and Moorman (1993) consisting of 20 questions about organizational justice perceptions. Three hundred eleven employees responded, which represented about 89% of the response rate. After collecting questionnaire forms from the respondents, the researcher analyzed the data by using statistical techniques to test the questions of the study. The results indicated a high satisfaction level for the employees of the private universities in Mogadishu. The results also showed the existence of a positive significant correlation between the overall job satisfaction and Job Descriptive Index (JDI) factors of work itself, pay, promotion opportunities, supervisor support, and coworker relations. Furthermore, the results also established positive moderating role of organizational justice perceptions on the affect relationship between JDI factors and overall job satisfaction. Finally, the study concluded with a number of recommendations for the administration and management team of the private universities in Mogadishu, Somalia. It also suggested some areas for future research.

In today's increasing competitive environment, organizations recognize the internal human element as a fundamental source of improvement. On one hand, managers are concentrating on employees' wellbeing, wants, needs, personal goals and desires, to understand the job satisfaction. And on the other hand, managers take organizational decisions based on the employees' performance. The purpose of this study is to identify the factors influencing job satisfaction and the determinants of employee performance, and accordingly reviewing the relationship between them. This study is an interpretivist research that focuses on exploring the influence of job satisfaction on employee performance and vice, the influence of employee performance on job satisfaction. The study also examines the nature of the relationship between these two variables. The study reveals the dual direction of the relationship that composes a cycle cause and effect relationship, so satisfaction leads to performance and performance leads to satisfaction through number of mediating factors. Successful organizations are those who apply periodic satisfaction and performance measurement tests to track the level of these important variables and set the corrective actions.

The concept of job satisfaction of employees in hotel industry has great relevance for better development. The present study tries to examine the job satisfaction factors like compensation structure, training and development, supervision, communication, nature of work, affective commitment for employees in hotel industry in Delhi National Capital Region. Conceptual framework of the study was developed and the selected convenient sample size of 150 was determined Questionnaire having five point Likert type scale, ranking questions, having a mix of qualitative as well as quantitative research design was employed. Long employee attitude scale developed by H.C Ganguli was used for collecting primary data. Other statistical methods engaged to analyze the data were descriptive statistics, correlation matrix, chi square test, ANOVA and ranking of variables. The results of this empirical study show that there is a significant relationship between all the factors.. Positive satisfaction levels with job were found among faculties and they would remain in their present jobs only if they have good compensation structure closely followed by opportunities for training and development and good supervision. The employees were found to be satisfied with communication cannels in organization.

Job satisfaction and employee performance has been a topic of research for decades. Whether job satisfaction influences employee satisfaction in organizations remains a crucial issue to managers and psychologists. That is where the problem lies. Therefore, the objective of this paper is to trace the relationship between job satisfaction and employee performance in organizations with particular reference to Nigeria. Related literature on the some theories of job satisfaction such as affective events, two-factor, equity and job characteristics was reviewed and findings from these theories indicate that a number of factors like achievement, recognition, responsibility, pay, work conditions and so on, have positive influence on employee performance in organizations. The paper adds to the theoretical debate on whether job satisfaction impacts positively on employee performance. It concludes that though the concept of job satisfaction is complex, using appropriate variables and mechanisms can go a long way in enhancing employee performance. It recommends that managers should use those factors that impact employee performance to make them happy, better their well being and the environment. It further specifies appropriate mechanisms using a theoretical approach to support empirical approaches which often lack clarity as to why the variables are related.