1.3 INTERACTION IN-BETWEEN JOB DESIGN & EMPLOYEE SATISFACTION

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As many human resources professionals have discovered that there is strong impact of job design on the productivity and the motivation and job satisfaction of employees in an organization. In order to avoid these issues, it is pertinent to look for alternative strategies and approaches to job design which includes job enrichment, job engineering, quality of work life, socio technical designs, the social information processing approach (SIPA) and the job characteristics approach (Garg & Rastogi 2006).

As per research of Abid, et al, (2013), concluded as strong positive relation between job design and job satisfaction. Between job design and job satisfaction there is a positive relationship which mean both variables move in the same direction. Result of data analysis make the it possible to conclude that good job design bring more job satisfaction and bad job design bring job dissatisfaction for the employee.
            
Data Analysis According to Research

For the Research Topic: Effect of Join Design on Employee Satisfaction” Data was collected from the sample size of 50 employees from Fertilizer Industry. Data Collection Source is questionnaire which contains Two Section. One is Job Design Section with five Variables which are “Autonomy”, “Task Variety”, “Task Significance”, “Task Identity” and “Feed Back from Job”. First Section contains 5-item Likert Scale question “Never”, “Not Often”, “Some Time”, “Mostly”, and “Always”. While Section Two contains 6-item likert scale questions for measuring job satisfaction with the options “Disagree Very Much”, “Disagree moderately”, “Disagree slightly”, “Agree slightly”, “Agree moderately” and “Agree very much”. 

Mean Values of Job Design Variables and Job Satisfaction are mentioned in Table 4.1, Table 4.2 and Table 4.3,

           
          






Mean value of the job design 2.98 is showing a good job design having autonomy, flexibility, proper ending and starting points of the tasks and performance and effectiveness measurements in it. Job Satisfaction having means value of 3.8622 shows the respondents’ job satisfaction regarding pay they are taking for their work, supervisor behavior and transparency, chances of promotions and other dimensions. Correlation analysis has the positive value of 0.62.


From means values of all the respondents regarding job design and job satisfaction, we obtain overall mean value 2.98 and 3.8622 respectively. From the arrays of the mean value of individual responses regarding both variables, we apply correlation and simple linear technique to calculate relationship between JD and JS and find the value of 0.62.
 

References
  1. Abid, A.M, Sarwar A., Imran, K, Jabbar, A. & Hannan, A. (2013), Effect of Job Design on Employee Satisfaction (A Study of Fertilizer Companies Listed in Lahore Stock Exchange), European Journal of Business and Management, Vol.5, No.19, 2013.
  2. Garg, P. & Rastogi, R. (2006), New Model of Job Design, Motivating Employees, Performances. Journal of Management Development .

Comments

  1. DILUSHA GURUGEJune 1, 2020 at 1:28 PM

    Hi Gayani. I agree with you. Let me add some point on this. Velnampy (2008), in his study on job attitude and employees performance says that jobsatisfaction have positive impact on the performance of the employees as it increase job participation and thehigher performance also makes people sense more satisfied and loyal to the organization. It is a cyclical work of satisfaction and performance of the employee. Job satisfaction and involvement of the employee leads him to have high levels of performance. Parvin (2011) stated the purpose of job design is to increase the level of jobsatisfaction which shall ultimately cause the good performance of the employee. Job design may include jobrotation, job enlargement and job enrichment.

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    Replies
    1. Gayani DissanayakeJune 3, 2020 at 5:26 PM

      Hello Dilusha, Thank you for adding your views. Job design has advantages for both the organization and the employees. From the perspective of employees, job design offers clarity of the role and the responsibility of the employee, targeted training in order to meet the future needs of the employee and the organization, team cohesion, opportunity for personal and professional development, and finally increased job satisfaction and commitment to the organization (Belias & Sklikas ,2013)

      Delete
  2. Pushpa HerathJune 9, 2020 at 11:57 PM

    Agree with your views, Oldham and Hackman (2010) describe, that there is a direct impact mental and the physical health of employees based on the tasks of the job, hence, it is essential to design the job tasks in such a way to complement the positive physical health, to enable a worker to be satisfied and be more productive and committed on the job.

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    Replies
    1. Gayani DissanayakeJune 13, 2020 at 2:09 AM

      Thank you Pushpa, adding your views. Yes I agreed with you. According to Kalisk (2007), Job satisfaction is the key ingredient that leads to recognition, income, promotion and the achievement of other goals that lead to a feeling of fulfillment. Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for one’s efforts. Job satisfaction further implies enthusiasm and happiness with one’s work.

      Delete
  3. Teshan FernandoJune 13, 2020 at 12:22 PM

    Agree on your views on advantage of effective job design. In addition, Cappelli and Neumark (2001) effective job design as a strategic HR practice implemented towards enhancing organizational performances which linked directly working environment and employee retention. Moreover, well-designed job should be coupled with values and interests that suit employees in promoting employee satisfaction and retention to get a competitive advantage in emerging economies.

    ReplyDelete
  4. Salinda herathJune 15, 2020 at 9:19 PM

    Agreed with the above. Also it is very important the fact that, positive job satisfaction is related to higher job performance and increased productivity (Saari & Judge, 2004). On the other hand, job dissatisfaction is related to absenteeism, decreased productivity and performance, lateness and decision to retire. In addition, higher levels of job satisfaction are associated with the overall life satisfaction (Drakou et al., 2006).

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