IMPACT OF EMPLOYEE JOB SATISFACTION ON THEIR PERFORMANCE… A CASE STUDY OF BANKING SECTOR IN MUZAFFARGARH DISTRICT, PAKISTAN. (Published)
Everybody knows that successful implementation of any strategic objective depends on the inspiration and hard work of the company employees. Researches indicate that satisfied employees are the major asset and source of any bank for successful achievement of its short-term and long-term objectives. The present study investigates the link between job satisfaction with the job salary package, job security, and reward system, and impact of this satisfaction on employees’ job performance in banking sector of Muzaffargarh District, Pakistan. Data is gathered randomly from sample of 150 employees selected from 10 branches of different banks situated in Muzaffargarh District. Descriptive statistics have been applied to check the relationship between two variables (job satisfaction and job performance. The results of study indicate that the relationship between job satisfaction and job pay package, job security, and reward system is positively correlated. And the impact of this satisfaction is direct and significant on employees’ job performance.
Keywords: Employee pay package, Job Performance, Job Satisfaction, Job Security, Reward system
HUMAN RESOURCE POLICY AND JOB SATISFACTION OF EMPLOYEES IN KNOWLEDGE-BASED ENTERPRISES: A COMPARATIVE STUDY OF THE INDIGENOUS AND EXPATRIATE TEACHING STAFFS OF KAMPALA INTERNATIONAL UNIVERSITY, UGANDA (Published)
This paper describes the differences in human resource policies and job satisfaction among the indigenous and expatriate staffs of Kampala International University (KIU). The researcher employed a case study and causal comparative research design in which self-administered questionnaires were used to collect data from a sample of 138 respondents. Data was analysed using the statistical package for social scientist (SPSS), and in particular, using means and the independent t-test. The study revealed a low variation in human resource policies of (r2 value 14% and Sig. 0.032) between the indigenous and expatriate academic staffs of KIU. However, a significant differences in job satisfaction was reported (r2 value 62% and Sig. 0.017) among the two groups which in favour of the expatriate teaching staff. The researchers attributed this to variation in the reward policy, thereby concluding that, although the HR policies at KIU a slightly different among the indigenous and expatriate teaching staff, job satisfaction is significant different, which attributed to differences in the reward policies of the university. This study therefore, recommends that the university management streamlines the rewards policy to create a sense of equity and fairness amongst its teaching staffs. This will increase job satisfaction among the indigenous teaching staffs, which will consequently increase productivity in the university as whole.
Keywords: Human Resource Policies, Job Satisfaction, Promotional Policy, Reward Policy, Training and Development Policy