Impact of Job Design on Employee’s Satisfaction Level in Pakistan
DOI:
https://doi.org/10.14738/assrj.52.4140Keywords:
HRM, OBAbstract
Employee’s satisfaction in service organization was one of the major concern of every employer to enhance the growth of the organization. This research has analyzed the perspective of different employees of public and private universities. The study examined the behavior of employee’s who were asked to fill the questionnaire. This research was exploratory in nature and the measurement tool used for this study is quantitative. The Likert and dichotomous scale were used in questionnaire format. Data has been collected through properly administered questionnaire. Total respondents were 100. The research findings show that the independent variables motivation, feedback, job design, and healthy environment etc. have significant impact on the employee’s satisfaction. This research has an impact on all the small and medium scale organizations. There were some limitations due to shortage of time and funds. That’s why large geographical area hasn’t been covered. Through this research the employees feel more comfortable in the organization and committed towards the betterment of the organization.
Key words: Job design, Employee’s satisfaction, motivation and feedback etc.
References
Adebakin MA, Ogundele OJ, Sulaimon AA (2008), Effect of job satisfaction and organisational commitment on organisational citizenship behavior. Proceedings of African Regional Conference
Al-Ahmadi, H., (2009), Factors Affecting Performance of Hospital Nurses in Riyadh
a. Region, Saudi Arabia. International Journal of Health Care Quality Assurance, 22 (1), 40-54
Anthony, W.P., Kacmar, K.M., &Perrewe, P.L. (2002). Human Resource Management: A Strategic approach
Andy N, Mohammend AN (2006). “The True Role of Performance Measurement California Journal of Management Review Vol. 48, No.3. University of California, Berkeley
Anseel, F, and Lievens, F (2007). The long –term impact of the feedback environment on job satisfaction: A field study in a Belgian context. Applied Psychology: An International Review, http://www.google.com
Applebaum, E., Bernhardt, A. D. &Murnane, R. J. (Eds.). (2003). Low-wage America: How employers are reshaping opportunity in the workplace. New York: Russell Sage.
Bahram Alishiri. (2012).” A New Optimal Model of job design and Characteristics for Governmental Banks; Global Approach” International Conference on Economics, Business and Marketing Management, IPEDR vol.29 (2012) © (2012) IACSIT Press, Singapore
Bakker, A.B., and Salanova, M. (2006). The measurement of work engagement with short questionnaire: a cross-national study, Educational and Psychological Measurement,66, 701-16,
Brannick, M. T., Levine, E. L., & Morgeson, F. P. (2007). Job analysis: Methods, research, and applications for human resource management (2nd Ed.). Thousand Oaks, CA: Sage Publications
Brewer GA, Lee (2005) “Federal Agencies in Transition: Assessing the impact on Federal Employees job satisfaction and performance
Campion, et al, (2005), Work Redesign: Eight Obstacles and Opportunities. Human Resource Management, 44(4), 367-390.
Cascio, W. F. 2003. Changes in workers, work, and organizations. In W. Borman, R. Klimoski, & D. Ilgen (Eds.), Handbook of psychology. Volume 12: Industrial and organizational psychology: 401–422. New York: Wiley.
Christian, M.S., Garza, A.S., and Slaughter, J.E. (2011), work engagement: a quantitative review and test of its relations with task and contextual performance, Personnel Psychology, 64, 89-136.
Corak, M. (Ed.). (2004). Generational income mobility in North America and Europe. Cambridge UK: Cambridge University Press
Corpanzano, R. (2010), from thought to action: employee work engagement and job performance, In A, B, Bakker, and M, P, Leiter (eds), Work engagement: A handbook of essential theory and research (pp, 147-63), New York: Psychology Press
Crawford, E., Rich, B., Buckman, B. and Bergeron, J. (2013 – in press) ‘The Antecedents and Drivers of Employee Engagement’, in Truss, C., Alfes, K., Delbridge, R., Shantz, A. and Soane, E. (Eds) Employee Engagement in Theory and Practice. London: Routledge.
Demerouti, E., Bakker, A.B., Nachreiner, F., and Schaufeli, W.B, (2001), The job demands-resources model of burnout, Journal of Applied Psycholgy, 86, 499-512.
Dessler, G. (2003) Human Resource Management, 9th ed. Englewood Cliffs, NJ: Prentice Hall.
Garg, P. and Rastogi, R. (2006) ‘New Model of Job Design: Motivating Employees’ Performance’, Journal of Management Development, Vol. 25, No. 6, pp. 572-587.
Grant, A. M., Fried, Y., & Juillerat, T. (2009). Work matters: Job design in classic and contemporary perspectives. In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology. Washington, DC: American Psychological Association
Grzywacz, J. and Dooley, D. (2003) ‘Good Jobs to Bad Jobs: Replicated Evidence of an Employment Continuum from Two Large Surveys’, Social Science & Medicine, Vol. 56, No.8, pp. 1749-60.
Harter, J.K., Schmidt, F. L., and Hayes, T. L. (2002), Business-unit-level relationships between employee satisfaction, employee engagement, and business outcomes: A meta-analysis, Journal of Applied Psychology, 87, 268-79.
Hodgetts RM, Hegar KW (2005). Modern Human Relations at work, 9thed, Thomson. South-Western, USA.
Ivancevich, J. M., (1998), Job analysis and job design. Human Resource Management. 7thedition, Irwin: McGraw-HILL., pp.168-195.
Judge TA, Parker S, Colvert AE, Heller D, Ilies R (2001). “Job Satisfaction: A cross– cultural review”. In N. Anderson, D. S. Ones, H. K. Sinangil and C Viswesvaran, eds. Handbook of Industrial, Work and Organizational Psychology. (2) 25 – 52. London; Sage
Kreitner R, kinicki A (2001) Organizational Behaviour, 5th Ed. Boston, MA: McGraw – Hill
Lantz, A. &Brav, A. (2007). Job design for learning in work groups. Journal of Workplace Learning, 19(5), 269-285.
Mathis, R.L., & Jackson, J. H., (2003), Individual Performance and Retention. Human
a. Resource Management. Thomson Publication. 10th Edition, pp.66-99.
Mehta, V. & Shah, H., (2005), Characteristics of a Work Organization from a Lean
a. Perspective. Engineering Management Journal. 17(2), 14-20.
Morgeson, F. P., and Humphrey, S. E. (2006) ‘The Work Design Questionnaire (Wdq): Developing and Validating a Comprehensive Measure for Assessing Job Design and the Nature of Work,’ Journal of Applied Psychology, Vol. 91, pp. 1321-1339.
Morgeson, F., Dierdorff, E. and Hmurovic, J. (2010) ‘Work Design in situ: Understanding the Role of Occupational and Organizational Context’, Journal of Organizational Behavior, Vol. 31, pp. 351-360.
Oldham, G. R. (1996). Job design. International Review of Industrial and Organizational
a. Psychology, 11, 33-60
Opatha, H.H.D.N.P., (2002), Performance Evaluation of Human Resource. 1st Edition, pp.2-12,170-183, Colombo, Sri Lanka: The Author publication.
Rainey AG (2003). Understanding and Management Public Organizations, 3rdEd. San Francisco, CA: Jossy – Bass.
Robbins, Stephen P. and Robin Stuart-Kotze. (c1986).
Management: Concept and Practices. Canadian Edition. Toronto: Prentice-Hall.
Schaufeli, W.B., Bakker, A. B, (2004), job demands, job resources and their relationships with burnout and engagement: a multi-sample study, Journal of organizational behavior,25, 293-315.
Shantz, A., Alfes, K., Soane, E., and Truss C. (2013 – in press) ‘A Theoretical and Empirical Extension of the Job Characteristics Model’. International Journal of Human Resource Management.
Sinha, K.K. &Ven, A. H., (2005), Designing Work Within and Between Organizations.
i. Organization Science. 16(4), 389-410.
Spector PE (1997) Job Satisfaction. Thousand Oaks, CA: Sage
Torrington, D., Hall, L., Taylor, S., and Atkinson, C. (2011) Human Resource Management. 8thEdition.Harlow: Pearson.
Truss, C. (2012) ‘Spinning Plates and Juggling Hats: Employee Engagement in an Era of Austerity’. Wimbledon: CIPD.
Ugboro, I.O. (2006), Organizational Commitment, Job Redesign, Employee Empowerment and Intent to Quit Among Survivors of Restructuring and Downsizing. Journal of Behavioural and Applied Management, 7(3), 232--254.
Work Foundation (2009) Knowledge Workers and Knowledge Work. A Knowledge Economy Programme Report. Lancaster: Work Foundation.
Downloads
Published
How to Cite
Issue
Section
License
Authors wishing to include figures, tables, or text passages that have already been published elsewhere are required to obtain permission from the copyright owner(s) for both the print and online format and to include evidence that such permission has been granted when submitting their papers. Any material received without such evidence will be assumed to originate from the authors.
