1.4 INTERACTION IN-BETWEEN EMPLOYEE SATISFACTION & EMPLOYEE PERFORMANCE

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Reference to the research, Nimalathasan & Brabete (2010), accepted that there is as positive relationship between job satisfaction and employee’s performance. That is high level of fair promotion, reasonable pay system appropriate work itself and good working condition leads to high level of employees’ performance. In other words, employee’s job satisfaction has positive impact on their performance. Existing alterative also proved this research conclusion. Even Though there are several factor affecting employees ’satisfaction, the researcher only considered four variables: promotion, pay, work itself and working condition. Therefore, in future conducting a detailed research including various factors in this field, further option findings can be obtained.

   Data Analysis According to Research

Instrumentation: The questionnaire was administrated to employees of people’s bank in Jaffna Peninsula, Sri Lanka. A five-point scale from strongly disagree (1) to strongly agree (5) was adopted to identify variable of job satisfaction and employees ‘work performance. 

Mode of Analysis: The present study was used a simple correlation analysis. Correlation co-efficient analysis was being used to find out the relationship between variables i.e., job satisfaction and employees’ performance.  

Results and Discussion: Data analyze are found to supportive in order to examine the hypotheses

Hypotheses 
H1: High level of fair promotion system will lead to high level of work performance. 
H2: Reasonable pay system will lead to higher level of employees’ performance. 
H3: High level of appropriate work itself will result in high level of employees work performance. 
H4: High level of good working condition will lead to high level of employees work performance.

 


According to the above table-1 correlation between promotion and employees’ performance is moderately positive. This means that promotion has positive impact on the employee performance. That is, 33% of variance of employees’ performance is accounted for by promotion. In this connection, hypothesis (H1) is accepted. That is, high level of good promotion system will lead to high level of work performance.

The correlation between pay and employees performance is moderately positive. This means that reasonable pay system has positive impact on employees’ performance. The coefficient of determination between two variables means that only 58% of variance of employees’ performance is accounted for by pay. Therefore, the hypothesis (H2) is accepted that is reasonable pay system will lead to higher level of employees’ performance.

The correlation between works itself and employee’s performance is moderately positive. This means that appropriable work itself has positive impact an employee’s performance. The coefficient of determination between two variables means that only 20% of variants of employees’ performance are accounted for by work itself. Therefore, the hypothesis (H3) is accepted. That is high-level of appropriable work itself will result in high level of employees’ work performance.

Next, the correlation between working condition and employees’ performance is highly positive. This means that high level of goods working condition has positive impact on employees’ performance. The coefficient of determination between two variables means that only 54% of variance of employees’ performance is accounted for by working condition. Therefore, the hypothesis (H4) is accepted. That is high level of working condition will lead to high level employees work performance.
References
  1.  Nimalathasan, B. Brabete, V. (2010), Job satisfaction and employees' work performance: A case study of people's bank in Jaffna Peninsula, Sri Lanka, Management and Marketing Journal 2010, https://core.ac.uk/download/pdf/25754988.pdf .

Comments

  1. ArunikaJune 5, 2020 at 12:50 AM

    Agreed to above said.
    Apart from above mentioned factors, job satisfaction is under the influence of factors such as: The nature of work, advancement opportunities, management, security, rewards and work groups. Many researchers suggest that psychological and physical rewards have significant impact on job satisfaction. They believed that employees should be rewarded and motivated to achieve job satisfaction, which will eventually lead to a significant, positive impact on the efficiency and effectiveness of employees and thus,better overall performance (Alshomaly, 2017).

    ReplyDelete
    Replies
    1. Gayani DissanayakeJune 13, 2020 at 2:15 AM

      Thank you Arunika adding your views. Futher I would like to add, Job satisfaction is a worker’s sense of achievement and success on the job. It is generally perceived to be directly linked to productivity as well as to personal well-being (Kalisk, 2007).

      Delete
  2. Teshan FernandoJune 13, 2020 at 11:52 AM

    Agree on your views. In addition, Triwahyuni and Ekowati (2017) found that, motivating factors including adequate salary payments, supportive work environment, job security and employee training and development leads for employee satisfaction. Further, the satisfied employees continuously contributed in higher capacities for work output and directly made a positive impact individual and organizational performance.

    ReplyDelete
  3. Manuja WijenayakeJune 23, 2020 at 1:18 AM

    Agree with your views Gayani. Job satisfaction contains positive influence on the performance of the employees as it enhances job involvement and the higher performance also makes people feel more satisfied and committed to the organization. The satisfaction and performance of the employee works in a cycle and are interdependent. Job satisfaction and involvement of the employee leads him to have high levels of performance (Velnampy, 2008).

    ReplyDelete
  4. Loshitha De AlwisJuly 19, 2020 at 1:19 PM

    This comment has been removed by the author.

    ReplyDelete
  5. Loshitha De AlwisJuly 19, 2020 at 3:31 PM

    Sokoya (2000) found in his study that the level of job satisfaction is determined by a combination of jobs, work and personal characteristics. Rotating managers to different jobs adds the benefit of task variety, resulting in increased performance of employees.

    ReplyDelete

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