Academic journal article International Review of Management and Business Research

Relationship between Selected Factors of Job Satisfaction and Job Performance among Workers at Palm Oil Industries

Academic journal article International Review of Management and Business Research

Relationship between Selected Factors of Job Satisfaction and Job Performance among Workers at Palm Oil Industries

Article excerpt

Introduction

Job performance has always been a hot topic in organizational study. This is because the profits and losses of the organization can be determined by job performance. For instance, when employees are satisfied with their work, it will motivate them to increase their job performance. Indirectly, it will also increase the profits of an organization. Thus, most organizations are emphasizing to enhance and increase the performances of employees at work in order to protect their profit. According to Arham Abdullah, Abdulquadri Ade Bilau,Wallace Imoudu Enegbuma, Akintunde Musibau Ajagbe, and Kherun Nita Ali (2011) and Skibba (2002), job satisfaction is important to be studied for many reasons. Firstly, it is important to promote employee satisfaction, which has inherent humanitarian value. People who are satisfied with their work are related to the physical and mental health or overall satisfaction. Secondly, a high level of satisfaction is related with high level of productivity. If employees are happy with their work, their productivity will increase and it will decrease absenteeism and turnover rate. Thirdly, it increased the life satisfaction because many people believed that the reason for satisfaction as the cause of work related behaviors such as to sustain good working relationship, to work and do a better job.

Statement of Problem

For the theoretical gap, job satisfaction has become a topic of considerable interest among researchers and practitioners in recent years. This is because job satisfaction reflects the employees' attitudes and displays human behavior at the workplace (Schermerhorn, Hunt, & Osborn, 1991). According to Spector (1997), the common assumption is that employees who are happy with their job are productive workers too. A pleasant workplace may lead to satisfaction of employees and can motivate them to perform well in the organization. Hence, job satisfaction has become a major topic for research studies. This is because the relationship between job satisfaction and performance are still highly debated and controversy arises (Schermerhorn et al., 1991; Cranny, Smith, & Stone, 1992; Mullins, 1999). It is difficult to explain the relationship between job satisfactions with job performance in terms of whether job satisfaction causes job performance or job performance causes job satisfaction (Judge, Bono, Thoresen & Patton, 2001). Therefore, there is a need to study which type of relationship is ideal with the current context.

Besides that, job satisfaction is often related with absenteeism, commitment, and turnover (Schermerhorn et al., 1991; Mullins, 1999) and there is limited research that showed the study of direct relationship between job satisfaction and job performance (Mullins, 1999). Therefore, it shows that there is a need to study the relationship of job satisfaction and job performance, and to study whether the relationship is significant. On the other hand, Bennett (1994) stated that inequities pay might discourage the performanc e of employees in the organization by comparing their outcomes with others. Employees are satisfied with their work if they are treated fairly or there are equitable comparisons between themselves and others. When there is an unfair or inequitable case, they are prone to absenteeism and tend to quit their jobs. Moreover, Certo (2003) mentioned that the quality of supervision is important to determine the satisfaction and performance among employees.

For the empirical gap, some previous research showed that there is no relationship between job satisfaction and job performance (Petty, McGee, & Cavender, 1984; Iaffaldano, & Muchinsky, 1985; Crossman & Bassem Abou-Zaki, 2003). Whereas, other researchers showed that there is a relationship between job satisfaction and job performance (Nimalathasan & Brabete, 2010; Arham Abdullah et al., 2011). Therefore, these previous studies showed that the relationship between the job satisfaction and job performance are still open for discussion. …

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