With advent of globalization one of the leading challenges for Managers is execution of effective human capital strategies to augment firm’s performance. As a result of “pressure to perform”, the worth of satisfied employees becomes more indispensable. Job satisfaction describes that how much happy an individual is with his/her job. According to Locke (1976) job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job and job experiences. The happier the individual, the higher is level of job satisfaction. It is assumed that positive attitude towards work and greater organizational commitment increases job satisfaction which in return enhances performance of the individual (Linz, 2002).As the performance of the employees increases, it will affect firm’s performance and ultimately profitability of the firm. Organizational commitment is defined as “the strength of individual’s identification with and involvement in a particular organization” whereas Attitude is termed as hypothetical construct that represents an individual’s like or dislike for any behaviour ( Mowday, Porter, & Steers 1982)
Job satisfaction is the most
studied variable in the literature due to its importance in organizational behaviour.
Different theories about job satisfaction can be found in literature like
Affect Theory, Dispositional Theory, Two factor theory also called
(Motivator-Hygiene Theory) and Job Characteristics Model. According to Nelson
(2006) an employee’s satisfaction is priceless. The frustrated or discouraged
employees negatively influence the willingness to do the job. The unsatisfied
employees are less committed to the organization which affects their
performance and eventually the performance of the firm.
With increase in competition firms have recognized importance of employee’s satisfaction and performance and are developing their human resource capital to compete in this global market. Some empirical investigation do not fully endorse the relationship between job satisfaction and performance and argue that it is not clear so far that either job satisfaction is dependent on job performance or job performance is dependent on job satisfaction (Bagozzi, 1980). What the case may be but the supposition that employees who are emotionally involved with their organization work harder is a popular one and may provide the justification for many organizational attempts to foster employees’ organizational commitment or identification. Due to its popularity, an attempt is made to empirically test the assumption to check any significant relationship between job satisfaction, job performance, organizational commitment and also attitude of the employees towards work
References
Locke, E.A (1976) Nature and causes
of Job Satisfaction. Handbook of Industrial and organizational psychology;
1297-1349
Linz, S.J (2002). Job satisfaction
among Russian workers. William Davidson; working paper
Bagozzi, P.R (1980). Performance
and satisfaction in an industrial sales force: An examination of their
antecedents and simultaneity, Journal of Marketing, 44, P - 2
