literature review on job satisfaction pdf

The Relationship Between “Job Satisfaction” and “Job Performance”: A Meta-analysis

• Original Research
• Published: 24 August 2021
• Volume 23 , pages 21–42, ( 2022 )

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• Ali Katebi 1 ,
• Mohammad Hossain HajiZadeh 1 ,
• Ali Bordbar 1 &
• Amir Masoud Salehi 1  

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The purpose of this meta-analytic research is to obtain a clear and unified result for the relationship between job satisfaction and job performance, as previous research has shown contradictions in this regard. A total of 913 articles in both English and Persian languages were obtained from four databases, and finally, 113 articles with 123 independent data were selected and analyzed. The random-effects model was adopted based on results, and the analysis resulted a medium, positive, and significant relationship between job performance and job satisfaction ( r  = 0.339; 95% CI = 0.303 to 0.374; P  = 0.000). Finally, the country of India was identified as a moderator variable. The publication, language, selection, and citation biases have been examined in this study. Increasing and improving the job performance of employees have always been an important issue for organizations. The results of this study can be useful for managers in different industries, especially for Indian professionals in both public and private sectors, to better plan and manage the satisfaction and the performance of their employees. Also, Indian scholars can use these results to localize the global research in this regard.

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We would like to express our special thanks and gratitude to prof. Gholamreza Asadollahfardi for sharing his pearls of wisdom and experience with us to improve this research. We are immensely grateful to him for his comments on an earlier version of the manuscript. His insightful comments and suggestions have truly shined a light on our path and helped us to achieve better and brighter intuition.

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Katebi, A., HajiZadeh, M.H., Bordbar, A. et al. The Relationship Between “Job Satisfaction” and “Job Performance”: A Meta-analysis. Glob J Flex Syst Manag 23 , 21–42 (2022). https://doi.org/10.1007/s40171-021-00280-y

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JOB SATISFACTION: A LITERATURE REVIEW

Job satisfaction represents one of the most complex areas facing today's managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations.Unfortunately, in our region, job satisfaction has not still received the proper attention from neither scholars nor managers of various business organizations.

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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.

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This research study examines the job satisfaction level and its dimensions of teacher educators-who are working at the departments, faculties and institutes of education. In-depth semi-structured interviews were conducted and fieldwork observations were recorded on TEs (n = 40), working as lecturers, assistant professors, associate professors and professors at their respective universities. Qualitative data were analysed using thematic analysis. Six themes were inductively identified: (a) work, assignments and workload; (b) opportunities for advancement, growth and development; (c) financial and fringe benefits; (d) supervisory support, permissions and free hand; (e) working and sympathetic relationships; and (f) available facilities and working environments. All themes revealed the significance and utility of the study and also explained the proper usage of findings for the benefits of organizations, faculties, departments and TEs. This article increases and advances the knowledge by revealing the values of qualitative research methods generally, and thematic analysis specifically, as a means of disseminating the evidence-based information to its readers and all stakeholders in the concerned paradigm of the job satisfaction of TEs among the universities of the Sindh province of Pakistan. This article is a suitable, reliable and strong resource for the heads of educational organizations, such as universities, institutes, faculties, departments and TEs themselves to help them to understand the real position and the dimensions of job satisfaction, which they can apply in their daily practice to make their professional and personal life easier and more meaningful.

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The objective of this paper is to investigate the relationship between these three variables namely: Job performance, job satisfaction and motivation with the help of theoretical models and literatures. Although many studies had already been conducted on job satisfaction and job performance, its relationship is still subject to much hated debates to specifically determine the extent of its relationship. With regards to motivation, results showed that, monetary consideration is by far more important than other motivation strategies which emphasized the aspect of addressing the economic needs of the individuals. However motivation like that of Herzberg had proven that pay is not the sole indicator of employee motivation. Furthermore, it was also proven that job satisfaction, job performance and motivation interact with each other and functioned interdependently such that the process is circular rather than linear. When job satisfaction and performance is linked with group performance, the outcome revealed that higher job satisfaction leads to higher performance although it is not always the case. Working together is the key to achieve desirable outcomes which means that employees should not be kept in isolation but should be encouraged to work together to effectively achieve the goals and success whether in group or the organization as a whole.

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Employee Job satisfaction is the outcome of individual response or feelings towards his or her job, culture, policies and environment. The level of satisfaction is closely correlated with the motivation provided in organization which measures. In this paper the employee satisfaction has been studied by comparing the motivational theory namely Maslow's Hierarchy need and Herzberg two factor theory. As measurement of employee satisfaction is a behavioral study depending on the state of mind and situation in which employees work. The results derived from research will help to understand the employee's perception and redesign the HR Polices for improving the work relations, communication, motivation and career planning.

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