Analysis of Various Measures of Job Satisfaction of Syngenta Pakistan Limited

By Akhtar, Naeem; Asad-Ur-Rehman et al. | International Review of Management and Business Research, December 2014 | Go to article overview

Analysis of Various Measures of Job Satisfaction of Syngenta Pakistan Limited


Akhtar, Naeem, Asad-Ur-Rehman, Ali, Tanzila, Salman, Muhammad, Sohail, Ali Akbar, Ali, Saqib, International Review of Management and Business Research


Introduction

Job satisfaction describes how content an individual is with Ms /her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation or aptitude, although it is clearly linked. Job design aims to enhance job satisfaction and performance, methods include job rotation, job enlargement, job enriclunent and job re-engineering. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. Job satisfaction is a very important attribute wliich is frequently measured by orgamzations. The most coimnon way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities, the work itself and co-workers. Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal acliievement, and positive employee morale in the workplace. Employee satisfaction, wliile generally a positive in your orgaMzation, can also be a downer if mediocre employees stay because they are satisfied with your work environment. Factors contributing to employee satisfaction include treating employees with respect, providing regular employee recogmtion, empowering employees, offering above industry-average benefits and Policies & procedure, providing employee perks and company activities, and positive management within a success framework of goals, measurements, and expectations. Employee satisfaction is often measured by anonymous employee satisfaction surveys adiMmstered periodically that gauge employee satisfaction.

The basic problem is, "Improvement of orgamzational productivity has been the cause of job satisfaction of employees". The objectives of the study as follow: To investigate the satisfaction level of employees. To identify the factor that improves the satisfaction level of employee. To investigate employee relationship with job facilities. To recommend the fmitful suggestion to management.

Literature Review

It has been widely argued in management, total quality management, operational sciences and service literatures that improving job satisfaction and loyalty leads to liigher productivity and profits (Silvestro 2002). In particular the human resource management and orgaMzational behavior theories suggest that the appropriate use of people enhances orgamzational effectiveness (Arthur 1994; Heskett, et al 1997; Tsm, et al 1997). The past decades lias seen the emergence of several studies wliich endeavor to lend empirical support to these relationships. Although most of the studies provide evidence of links between service quality, customer satisfaction, loyalty and financial performance (Rust, et al. 1995; Zeithaml, et al. 1996), not many studies have looked at the predictors of job satisfaction from a subjective perspective (Borzaga & Tortia 2006). The work of Maslow (Maslow 1954) has played a cmcial role in developing and shaping many concepts in orgaMzational behavior including job satisfaction. Based on Maslow's theory, some researchers have approached job satisfaction from a need fulfillment perspective (Kulilen 1963; Worf 1970). However during the last two decades, tliis approach has become less popular as more researchers are emphasizing on the cogmtive process rather than the underlying needs. Therefore in contrast to the traditional view, job satisfaction was defined as all the feelings that an individual lias about liis/her job (Gmneberg 1976). Tliis view was primarily based on cogMtive processes wliich over the years have resulted in the attitudinal perspective and has now taken center stage in the study of job satisfaction (Spector 1997). Profit and growth are stimulated directly (and primarily) by customer loyalty. …

The rest of this article is only available to active members of Questia

Already a member? Log in now.

Notes for this article

Add a new note
If you are trying to select text to create highlights or citations, remember that you must now click or tap on the first word, and then click or tap on the last word.
One moment ...
Default project is now your active project.
Project items
Notes
Cite this article

Cited article

Style
Citations are available only to our active members.
Buy instant access to cite pages or passages in MLA 8, MLA 7, APA and Chicago citation styles.

(Einhorn, 1992, p. 25)

(Einhorn 25)

(Einhorn 25)

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Note: primary sources have slightly different requirements for citation. Please see these guidelines for more information.

Cited article

Analysis of Various Measures of Job Satisfaction of Syngenta Pakistan Limited
Settings

Settings

Typeface
Text size Smaller Larger Reset View mode
Search within

Search within this article

Look up

Look up a word

  • Dictionary
  • Thesaurus
Please submit a word or phrase above.
Print this page

Print this page

Why can't I print more than one page at a time?

Help
Full screen
Items saved from this article
  • Highlights & Notes
  • Citations
Some of your highlights are legacy items.

Highlights saved before July 30, 2012 will not be displayed on their respective source pages.

You can easily re-create the highlights by opening the book page or article, selecting the text, and clicking “Highlight.”

matching results for page

    Questia reader help

    How to highlight and cite specific passages

    1. Click or tap the first word you want to select.
    2. Click or tap the last word you want to select, and you’ll see everything in between get selected.
    3. You’ll then get a menu of options like creating a highlight or a citation from that passage of text.

    OK, got it!

    Cited passage

    Style
    Citations are available only to our active members.
    Buy instant access to cite pages or passages in MLA 8, MLA 7, APA and Chicago citation styles.

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn, 1992, p. 25).

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences."1

    1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

    Cited passage

    Thanks for trying Questia!

    Please continue trying out our research tools, but please note, full functionality is available only to our active members.

    Your work will be lost once you leave this Web page.

    Buy instant access to save your work.

    Already a member? Log in now.

    Search by... Author
    Show... All Results Primary Sources Peer-reviewed

    Oops!

    An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.