A Review of the Literature on JOB Satisfactions Final Tuch

8/14/2019 A Review of the Literature on JOB Satisfactions Final Tuch

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Syed Kazim Shah MCE8228

Characteristics of Good Review ofLiterature

A Literature review is the summary and critical

evaluation of pervious published or unpublished researches made by

various scholars and researchers. The source of literature review may be

newspapers, articles, journals, magazines, books, thesis, reports etc. It

may also include discussions, methodological issuesand suggestions forfuture research.

It must be written clearly and accurately. Simple and easily

understandable wording should be used in a review and unnecessary

statements, jargon should be avoided. It must be written in such a way

that it keeps readers attention and dont make him bore.Dont make ittoo complex. Simplify discussion.

A good literature review gives only the relevant details, findings

and feelings of the researcher comprehensively otherwise the reader lose

the interest & attention. Here Comprehensiveness does not mean that

you should mention every research report, article or paper that has ever

been published on your subject. Concentrate on the most widely cited

authors and the most significant findings. No Wastage of efforts.

A review of literature tells the researchers knowledge about the

topic, there focus upon the specific problem whether they are logically

developed and plan about the research area & major issues. When a

researcher studies various research articles and thesis, he should write

them in literature review as it is either he is agreed with it or not.


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The literature review provides the bases for the development of

theoretical fame work by identifying variables that are very important, as

determined by the previous research findings. Though it is based on

assumptions but the researchers must use them near to the fact.

Remember it is not a fiction or the researcher embossed his writing skills

on the readers mind. He must be very clear to the objectives of the

research and follow them accordingly. Variables, that are the foundation

of the research and are taken to highlight the problem, should be simple

and easily understandable for the readers as it increases the readers

confidence in the ability, competency and professionalism of the

researchers.

All the details in a review should be synchronized in such a

manner that it will not leave any flaw in the readers mind. As a review

tells us what has already find out about a specific problem so it will help

the future researcher to plan out their framework in different dimensions

using different type of variables in the different situations to reach the

result.

A literature review ensures that you are at least familiar with the

body of research in your field before starting your own investigations.

Writing a literature review also provides practice in critical thinking.

Once you have applied critical thinking skills to the findings of pastresearchers, you are in a better position to apply these same skills to

your own work.

A comprehensive literature review enables the researcher to select

most appropriate method of research. It tells us that which procedure

and methods was used in previous studies and if there is any problem


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with these procedure and methods, what kind of strategy should be

taken to avoid them. Repetition is never being appreciated in any

literature as it bothers the reader. You have to avoid this if you want to

engage the reader till the end.

A review tells the whole story of the research so it should

comprehensively precise including all necessary details about the topic,

situation, variables that are taken and kind of questionnaire that are

asked. After reading your literature review, the reader should come away

with a deeper understanding of your topic. A good literature review sets

out the gaps in current understanding. It seeks to explain these reasons

why gaps persist. Some problems have not been thoroughly investigated

for technical or practical reasons. In other cases, gaps are the result of

methodological or theoretical "blind-spots". Identifying these can lay the

foundation for new insights.

A review of the literature on

Job Satisfaction & Employee Turnover

The industrial and business sectors of various countries specially

developing countries including Pakistan (where per capita income is very

low) are facing the problem of job dissatisfaction among the employees

and high rate of turnover. JOB SATISFACTION is regard to ones feelingor state of mind regarding the nature of their work. Job satisfaction can

be influenced by variety of factors such as kind of supervision,

organization policies & administration, salary & quality of life etc.


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Employers have a need to keep employee from leaving and going to

work for other organizations. The best way of retaining employees is to

provide the job satisfaction and opportunities to build up their careers.

The good hope is hard to find, is even truer these days than ever before

because the job market in becoming increasingly tight. (Eskildesen,

Hammer)

Theresa gave the study to examine the job satisfaction and intent to

turnover using the co relational design. He takes the sample (n = 107)

consist of direct support professional who worked for non profit

organization located in South Carolina that served People with

disabilities development. Two instruments were utilized that measure the

overall (Specter job satisfaction) and facet job satisfaction and intent to

turnover (Michigan Organizational Assessment Questionnaire).

Demographic information regarding age and tenure were examined. Data

analysis includes descriptive and inferential statistics. The result from

the study suggests that there is a significant and negative correlation

between job satisfaction and intent to turnover. It was demonstrated that

tenure is related to job satisfaction and having positive & low relation.

There was little evidence that suggest that age was significantly related to

either job satisfaction or intent to turnover. Theresa take sample from

single organization which in non profit organization. The non profit

organizations are some extent running by the charity & donation and the

remunerations for the employees in such organizations are low.1

Bhatti & Qureshi collect the information regarding the Name of

organization, Life of organization in years, Number of employee,

Employee participation, Job satisfaction, Employee commitment &

Employee Productivity from the first line managers and their immediate

1 Theresa Ricke-Kely. USA


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bosses. The Managers were given a questionnaire and were asked to give

the answer at their best knowledge with reference to working conditions

in their organization. Questionnaire was divided in to two portions. First

line manager had to answer the question regarding name of organization,

life of organization, number of employees, employee participation, job

satisfaction and employee commitment. While the immediate bosses was

to answer the question from the portion of employee productivity.

The questionnaire consists on relationship among job satisfaction,

employee commitment, and employee productivity. They used Likard

scale questionnaire. They take sample from communication sector,

banking sector and oil & gas sector of Pakistan. 34 organizations were

selected for study. They measured job satisfaction by using the variables,

employee productivity, employee commitment and employee participation

and their hypothetical research found strong and positive relationship

between the job satisfaction and mentioned variables. The finding

suggests that management of organization should increase the

satisfaction among employees with compensation, policies and working

conditions in order to attain high level of employee commitment and

reduce turnover.2

The sample size was not enough to reflect image of the

organizations functioning in Pakistan. Data collection method for

research is very common. Other methods could have been used for this

research study like group discussion / discussion forum.

The late 1920s one of the first studies of job satisfactionundertaken by Mayo & Hawthorne. This study referred to & focused on

employee attitude and its impact on production levels. The study

highlighted that employees & workers develop their own perceptions of

the work situation and the social environment, which affects their

2 Komal Khalid Bhatti & Tahir Masood Qureshi.


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attitudes towards their work. The findings of the study provided

consistent results with the observations of Taylor in 1911, that

individual workers wants economic incentives/monetary rewards and are

willing to work harder for it. He used the global approach to measure job

satisfaction.

The study found that 88% of the surveyed were classified as being

satisfied, and there was a direct linear relationship between occupational

level and job satisfaction3

This section examines the literature regarding theories and models

used to explain the determinants of job satisfaction. There are two broad

categories to classify job satisfaction theories, that is, process and

content theories.

Content theories are predominantly concerned with the identification of

specific needs or motives most conducive to job satisfaction. The

Maslows Need Hierarchy and Herzbergs Two-Factor theory are examples

of content theories.

Process theories go further than identifying basic needs that motivate

people. They focus on the individuals dynamic thought processes and

how they produce certain types of behavior/attitudes.

Equity Theory, Need-Fulfillment Theory, Social Comparison Theory,

Facet-Satisfaction Model, Job Characteristics Model.

To better understand employee attitudes and motivation, Frederick

Herzberg performed studies to determine which factors in an employee'swork environment caused satisfaction or dissatisfaction. The studies

included interviews in which employees where asked what pleased and

displeased them about their work. Herzberg found that the factors

causing job satisfaction were different from that causing job

3Mayo & Hawthorne study


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dissatisfaction. He developed the motivation-hygiene theory to explain

these results. He called the satisfiers motivators and the dissatisfier

hygiene factors, using the term "hygiene" in the sense that they are

considered maintenance factors that are necessary to avoid

dissatisfaction but that by themselves do not provide satisfaction. He

describes that factors leads to job satisfaction are Achievement,

Recognition, Work itself, Responsibility, Advancement and Growth and

the factors which leads to dissatisfaction are Company policy,

Supervision, Relationship with Boss, Work conditions, Salary,

Relationship with co workers

Herzberg argued that management not only must provide hygiene

factors to avoid employee dissatisfaction, but also must provide factors

intrinsic to the work itself in order for employees to be satisfied with their

jobs. 4

The two-factor result is observed because it is natural for people to take

credit for satisfaction and to blame dissatisfaction on external factors.

Furthermore, job satisfaction does not necessarily create a high level of

motivation or productivity.

Herzberg's theory has been broadly read and despite its weaknesses.

True motivation comes from within a person and not from KITA factors

(Kicks in the Pants).

Maslow suggested that there exists a hierarchy of human needs,

commencing with physiological needs then safety, social, esteem and at

last self actualization need. He says that these needs must be satisfied in

the order listed. Maslow's theory says, there are some important

implications for management. There are opportunities to motivate

4- Frederick Herzberg 1959


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employees and provide them job satisfaction through management style,

job design, company events, and compensation packages.5

Physiological needs provide lunch breaks, rest breaks, and wages that

are sufficient to purchase the essentials of life. Safety needs provide a

safe working environment, retirement benefits, and job security. Social

needs create a sense of community via team-based projects and social

events. Esteem needs recognize achievements to make employees feel

appreciated and valued. Offer job titles that convey the importance of the

position. Self-Actualization provides employees a challenge and the

opportunity to reach their full career potential.6

Evaluation of Literature Review.

I have read almost 14 articles & theories about my topic and discussed

some of them which were easy to understand for me. The Source which I

used for study was internet.The literature review given above is easy to

understand and covered findings of home (Pakistan) and abroad

researcher also. At the end of every researchers finding the criticism on

their research is also given in such a comprehensive manner that it

shows the clear picture of all findings and lacking area of research. I

used the way which attract the readers and tried to carry them till end.

The variables used by the researchers are discussed in detail and their

dependency & impact on problem. Some researcher used single variable

to check the job satisfaction and some use two or more. I discussed both.

5- Maslow 19436- (www.netmba.com)


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The review given tells that there are many factors which influence

the job satisfaction in an organization but in Pakistan are remunerations

and monetary rewards as the research work done by Komal Khalid

Bhatti & Tahir Masood Qureshi.

The literature shows the clarity and accuracy. It provide the base

for further working and having complete knowledge about the topic that

what has been done in the field so far. I tried to avoid the reputation of

statements and convey the whole story in short wordings.

The bad factor of my literature review is that I have only discussed

five researches & Theories but that was only because of shortage of time

and restrictions.

Theoretical Foundation

Many theories support The Topic Job satisfaction and Employee

Turnover and define the characteristics of satisfaction and to some

extent dissatisfaction. Some of the theories are discussed in detail here.

Job Characteristics ModelHackman & Oldham proposed the Job Characteristics Model which is

widely used as a framework to study how particular job characteristics

impact on job outcomes, including job satisfaction. The model states that

there are five core job characteristics (skill variety, task identity, task

significance, autonomy, and feedback). These impact three critical

psychological states (experienced meaningfulness, experienced

responsibility for outcomes, and knowledge of the actual results), in turninfluencing work outcomes (job satisfaction, absenteeism, work

motivation, etc.). The five core job characteristics can be combined to

form a motivating potential score (MPS) for a job, which can be used as

an index of how likely a job is to affect an employee's attitudes and

behaviors.
http://en.wikipedia.org/w/index.php?title=Job_Characteristics_Model&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Job_Characteristics_Model&action=edit&redlink=1


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Maslow Hierarchy of Need

Maslow suggested that there exists a hierarchy of human needs,

commencing with physiological needs then safety, social, esteem and at

last self actualization need. Maslow says that these needs must be

satisfied in the order listed. According to theory, there are some

important implications for management. There are opportunities to

motivate employees and provide them job satisfaction through

management style, job design, company events, and compensation

packages.

Physiological needs provide lunch breaks, rest breaks, and wages thatare sufficient to purchase the essentials of life. Safety needs provide a

safe working environment, retirement benefits, and job security. Social

needs create a sense of community via team-based projects and social

events. Esteem needs recognize achievements to make employees feel

appreciated and valued. Offer job titles that convey the importance of the

position. Self-Actualization provides employees a challenge and the

opportunity to reach their full career potential.

Maslow's Hierarchy of Needs

Self-Actualization

Esteem Needs

Social Needs

Safety Needs

Physiological Needs


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Herzberg's Motivation - Hygiene Theory

(Two Factor Theory)

To better understand employee attitudes and motivation, Frederick

Herzberg performed studies to determine which factors in an employee's

work environment caused satisfaction or dissatisfaction. The studies

included interviews in which employees where asked what pleased and

displeased them about their work. Herzberg found that the factors

causing job satisfaction were different from that causing job

dissatisfaction. He developed the motivation-hygiene theory to explain

these results.

He called the satisfiers motivators and the dissatisfiers hygiene

factors, using the term "hygiene" in the sense that they are considered

maintenance factors that are necessary to avoid dissatisfaction but that

by themselves do not provide satisfaction.

The following table presents the top six factors causing dissatisfaction

and the top six factors causing satisfaction, listed in the order of higher

to lower importance.

Factors Affecting Job Attitudes

Leading to Dissatisfaction Leading to Satisfaction

Company policy

Supervision

Relationship w/Boss

Work conditions

Salary

Relationship w/Peers

Achievement

Recognition

Work itself

Responsibility

Advancement

Growth

Summary of Literature Review.


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The industrial and business sectors of various countries specially

developing countries including Pakistan (where per capita income is very

low) are facing the problem of job dissatisfaction among the employees

which is causing the less productivity, less job commitment, and

increasing turnover.

Employers have a need to keep employee from leaving and going to work

for other organizations. The best way of retaining employees is to provide

the job satisfaction and opportunities to build up their careers.

What is Job Satisfaction?

Jobs Satisfaction is regard to ones feeling or state of mind regarding the

nature of their work. Job satisfaction can be influenced by variety of

factors such as kind of supervision, organization policies &

administration, salary & quality of life etc. Organizations invest a lot

on their employees in terms of training, developing, maintaining

and retaining them in their organization. Therefore, managers at all

costs must minimize employees turnover.

What is Employee Turnover?

Employee turnover is a ratio comparison of the number of

employees a company must replace in a given time period to the average

number of total employees. Many factors play a role in the employee

turnover rate of any company, and these can stem from both the

employer and the employees. Wages, company benefits, employee

attendance, and job performance are all factors that play a significant

role in employee turnover.

The good hope is hard to find, is even truer these days than ever before

because the job market in becoming increasingly tight. (Eskildesen,

Hammer)


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Theresa examine he job satisfaction and intent to turnover using the co

relational design. Two instruments were utilized that measure the overall

(Specter job satisfaction) and facet job satisfaction and intent to turnover

(Michigan Organizational Assessment Questionnaire). Demographic

information regarding age and tenure were examined. Data analysis

includes descriptive and inferential statistics. The result from the study

suggests that there is a significant and negative correlation between job

satisfaction and intent to turnover. It was demonstrated that tenure is

related to job satisfaction and having positive & low relation.

Bhatti & Qureshi collect the information regarding the Name of

organization, Life of organization in years, Number of employee,

Employee participation, Job satisfaction, Employee commitment &

Employee Productivity from the first line managers and their immediate

bosses. The Managers were given a questionnaire and were asked to give

the answer at their best knowledge with reference to working conditions

in their organization. Questionnaire was divided in to two portions. First

line manager had to answer the question regarding name of organization,

life of organization, number of employees, employee participation, job

satisfaction and employee commitment. While the immediate bosses was

to answer the question from the portion of employee productivity.

The questionnaire consists on relationship among job satisfaction,

employee commitment, and employee productivity. They used Likard

scale questionnaire. They take sample from communication sector,

banking sector and oil & gas sector of Pakistan. They measured job

satisfaction by using the variables, employee productivity, employeecommitment and employee participation and their hypothetical research

found strong and positive relationship between the job satisfaction and

mentioned variables. The finding suggests that management of

organization should increase the satisfaction among employees with


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compensation, policies and working conditions in order to attain high

level of employee commitment and reduce turnover.

The late 1920s one of the first studies of job satisfaction

undertaken by Mayo & Hawthorne. This study referred to & focused on

employee attitude and its impact on production levels. The study

highlighted that employees & workers develop their own perceptions of

the work situation and the social environment, which affects their

attitudes towards their work. The findings of the study provided

consistent results with the observations of Taylor in 1911, that

individual workers wants economic incentives/monetary rewards and are

willing to work harder for it. He used the global approach to measure job

satisfaction. The study found that 88% of the surveyed were classified as

being satisfied, and there was a direct linear relationship between

occupational level and job satisfaction.

The study of job satisfaction and its effects have been of concern and of

interest to organizations and researchers since Hoppocks first study of

the topic in 1935. Studies have found that the lack of satisfaction can

have serious consequences. One is the intent to turnover. Turn over is a

serious problem is and its seriously effect the quality of service,

productivity and ultimately overall organizational success.

Research Design

OBJECTIVES.

1. To Study the basic characteristics of Job satisfaction & Employee

turnover

2. To analyze the job satisfaction in a particular sector and reasoning

of dissatisfaction among the employees

3. To identify the variables influence the job satisfaction


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4. To measure the employee productivity, employee commitment and

loyal ness to their organization.

DATA-

Date will collected from the Accounts employees of various organizations.

The variable used will be employee turnover. 20 to 30 people will be

selected for the collection of data.

Methods of Data Collection

The broader purpose of the present study is to explore the relationship

among employee job satisfaction and employee Turn over. Data will be

collected from the accounts employees of various organizations. A

questioner technique will be used in order to obtain data and employees

will be asked to give the answers of questions in accordance to their best

knowledge. Questionnaire will be divided in to two parts dissatisfaction

factors and satisfaction factors

Methods of Data Analysis

Data will be analyze according to job experience with respect of salary

and secondary data will be used to make calculations and analysis.


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END REFERENCES.

1- Theresa Ricke-Kiely, University of South Coroline, U.S.A.

2- *Komal Khalid Bhatti, Business Administration Department,Mohammad Ali Jinnah University,**Tahir Masood Qureshi, Business Administration Department,Mohammad Ali Jinnah University,

3- Myo his colleagues & Hawthorne study

4- Frederick Herzberg 1959 The Motivation to Work

5- Abraham Maslow in his 1943 paper A Theory of Human Motivation.

6- www.netmba.com
http://en.wikipedia.org/wiki/Abraham_Maslowhttp://en.wikipedia.org/wiki/Abraham_Maslow

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A Review of the Literature on JOB Satisfactions Final Tuch