Moreover, both job satisfaction and employee engagement are playing a significant role through accomplishing the organizational goals and objectives effectively and efficiency. Job satisfaction is important in the organizational settings, because according to Robbins and judge in 2013, first of all, job satisfaction affects productivity because several studies have stated that, the more employees are satisfied and happy, they more likely to have more products. Secondly, job satisfaction influences absenteeism, there is a negative relationship among job satisfaction absenteeism because satisfied employees are less likely to miss work. In the third place, job satisfaction again plays an essential role through the decisions of staying or leaving of the workers within the organization which is called turnover .in the fourth stage, job satisfaction is the main consideration of an employee 's organizational citizenship behavior (OCB), also the employees who are more satisfied are more likely to involve in OCBs, and talk more positively about the firm. In the end, job satisfaction also plays an important role through satisfying the customers, satisfied employees have a
The Effects of Job Satisfaction From the all studies employees fulfill the satisfaction level of the job. Analyst says that occupational fulfillment is more important. Fulfilled employees serve the customer promptly. It is the representatives who take the brand picture of the organization. High job satisfaction may lead to; High productivity of the organization Reduced turnover ratio Redusing of absenteeism Redusing
Indeed, organizational culture is a reflection of the organizations values which are then evidenced in the operational practices of the organization (Pratt and Beaulieu 1992). An organization’s culture may make that organization a more or less attractive with regards to employment prospects to different individuals based on each person’s value structure. Research reveals that individuals tend to seek out organizations that epitomize their personal values and morals (O’Reilly et al. 1991; Pratt and Beaulieu 1992). Thus, organizational culture has important implications for the retention of employees because it may be the most important factor in determining how well an individual fits with an organization (O’Reilly et al.
The study revealed that, there is positive and significant effect of work morale and job satisfaction on quitting intention of Ph.D 's. The research is of high practical value, it could serve as a guide to enhance employee 's job satisfaction and work morale for to minimize the intention of quitting job. The study further elucidates that how highly qualified faculty members retain with the
That is why it can be considered as the indicator of the quality of Strategic Human Resource Management in an organization. Good and properly designed appraisal system, not only vital basis of successful employee performance, but it will aid the management by providing useful and valuable information for other strategic human resource functions. For instance, it helps in employee training and development decisions, compensation decisions and human resource planning. Basically, there are two types of parameters are used in performance appraisal. Objective measures which are directly can be quantifiable.
Investment in human capital through higher qualifications and training is considered as a key step towards achieving sustained long term productivity. There is a positive relationship between training and employee performance. Training generates benefits for the employee as well as the organization by positively influencing employee performance through the development of employee knowledge, skills, ability, competencies and behavior (Benedicta and Appiah, 2010). It is obvious that training plays an important role in the development of organization, improving performance as well as increasing productivity, and eventually putting companies in the best position to face competition and stay at the top. This means that, there is a significant difference between the organizations that train their employees and that organizations that do not (Benedicta and Appiah, 2010).
Very simple programmes can be enforced to meet these expectation and needs, an example is a rewards system if targets or goals are achieved, These small rewards can have a huge impact on the employee’s happiness, the frequency of these small rewards is crucial for success. Extensive research has displayed links between being happier in your job and being better at your job. Businesses with higher than average employee happiness in turn display better financial performance. Therefore, it is important for companies to form and maintain positive work environments that will contribute to their employee’s
Satisfaction can be defined as the level of fulfilling an individual’s needs, wants and desire, which depends upon what an individual, actually wants and gets from the world. Employee satisfaction is a compute of how happy employees are with their work and also with their working environment. There may be number of factors affecting the firm’s effectiveness, in which one of them is employee satisfaction. Successful companies should have a ethnicity that encourages and motivates the employee satisfaction (Sageer, Rafat, & Agrawal, 2012). Utilizing from the staff is vital for the efficiency of the firms.
To implement career development, employees required well self-understanding and clear career goals and organisations are required to better communicate with employees. The well communication between organisations and employees reduce the turnover rate of employees and enhance the satisfaction and performance of employees. Hence, organisational career development not only provide resources for individual career planning, but also improved organisational commitment and employee job satisfaction.The relevance of career development to employee satisfaction lies in the fact that career development is an important outcome for assessing the effec¬tiveness of employees’ satisfaction. Career development practices have been broadly classified into four broad areas as skill development, skill assessment, incentive pay schemes and projects/ assignments from various literature reviews. Career development practices as independent variables leads to the outcome variable i.e.
But instead, engagement is demonstrated and shown by how personally connected and committed the workers feel to their organization. It can be measured by an employee’s willingness to recommend his/her organization as a place to work and a place to do business. According to a conceptual study (Sahdat, 2011) there is a positive relation with organizational productivity, if the organization offers incentives to its employees, they are more satisfied with their job and work environment, their efficiency at work increases and vice versa. There is a positive co-relation between Emotional Intelligence and job satisfaction; and this theory is backed by previous studies which noticed that job satisfaction and positive feelings and not having unpleasant feelings increase job satisfaction and in return helps the company to achieve better results. For this reason the training