IMPACT: International Journal of Research in

Humanities, Arts and Literature (IMPACT: IJRHAL)

ISSN (P): 2347-4564; ISSN (E): 2321-8878
Vol. 7, Issue 4, Apr 2019, 25-30
© Impact Journals

A NOTE ON IMPACT OF JOB SATISFACTION ON EMPLOYEES PERFORMANCE

Sweta Jakhmola1 & Anu Sayal2

1
Research Scholar, Uttaranchal Institute of Managment, Uttaranchal University, Dehradun, Uttarakhand, India
2
Assistant Professor, Uttaranchal Institute of Managment, Uttaranchal University, Dehradun, Uttarakhand, India

Received: 23 Mar 2019 Accepted: 02 Apr 2019 Published: 08 Apr 2019

ABSTRACT
Worker states of mind are critical to the administration since they decide the behavior of workers within the organi-
zation. The commonly held supposition is that “A satisfied laborer may be a productive worker”. A fulfilled work drive will
make a charming air inside the organization to perform well. Subsequently work fulfillment has ended up a major theme for
the investigator to think about. The specific problem is to look at the effect of work fulfillment on execution. If considered
properly there are rewards (inborn and outward) for the assigned task or work fulfillment of a representative. The impact of
age, sex, and involvement of representatives on the level of work fulfilled has also been taken into consideration.

KEYWORDS: Job Satisfaction, Employee Performance, Organization, Work Fulfillment, Rewards

INTRODUCTION

It may be a common understanding that job fulfillment is a state of mind towards work, in other words, job satisfac-
tion is full of feeling or passionate reaction toward different features of one’s work. An individual with a high level of work
fulfillment holds positive states of mind towards his or her work, whereas an individual who is dissatisfied with his or her work
holds negative attitudes about the work. Job satisfaction could be a result of employees’ recognition of how well their work
gives those things which are seen as imperative. Job fulfillment is additionally characterized as the reintegration of impacts
created by an individual’s recognition of fulfillment of his needs in connection to his work and the surrounding. Besides,
Job fulfillment speaks to a complex gathering of cognition, feeling, and tendencies. There is no clear way of measuring job
fulfillment, but there are assortments of ways to distinguish when a representative is fulfilled or disappointed with his or her
work.
Worker execution exceptionally much depends on recognition, values, and states of mind, there show up to be so nu-
merous factors affecting the work execution that’s almost inconceivable to create a sense of them. Execution is characterized
as a work of personal capacity and skill and exertion in a given circumstance. Within the brief run, employee’s abilities and
capacities are generally stable. Hence, for the reason of the consideration, the researcher characterizes the execution in terms
of exertion expanded to the work of a worker.
The exertion is an inner drive of an individual which makes him or her work eagerly. When workers are fulfilled
with their work and their needs are met, they create a connection to work or we say that they make an exertion to perform
way better but expanded exertion comes about in better exhibitions.

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 26 Sweta Jakhmola & Anu Sayal
Sayal

Job satisfaction portrays how fulfilled a person is through his or her work. It could be a comparatively unused term
as in earlier centuries the occupations available to a demanding person be as often as possible decided by the work of that
person’s parent. There is a run of components thatbe able to wait for a person’s stage of job satisfaction.
Achievement of a high-level execution through efficiency and proficiency has continuously been an organizational
objective of high need. In order to do that exceedingly satisfied work drive is a completely need for accomplishing a high
level of execution progression of an organization. Satisfied laborer leads to expand more exertion to work execution, at that
point works harder and superior. Hence each organization tries to create a fulfilled workforce to operate the well- being of the
organization.
In any case, the entire organizational execution depends on the effective and successful execution of person or
workers of the organization. In this manner, each organization places a significant dependence on their individual employee
execution to pick up high efficiency within the organization. Employee exertion is a vital calculates that decides a person
execution will be. When a representative feels a fulfillment approximately the work, he/she is spurred to do greater exertion
to the work execution. At that point, it tends to extend the general performance of the organization. In other words, a satisfied
person worker and his exertion and commitment are significant for the successfulness of the organization.

LITERATURE REVIEW

Worker job fulfillment is the emotions and contemplations of workers around their work and put off work. In result,
work fulfillment is all almost to fulfill the one’s needs in working put expressed that there are a few components, which are
related to job fulfillment that’s work substances, age, sex, instructive level, work put environment, area, colleagues, pay and
timing of work. For the reason of employee fulfillment, numerous hypotheses have been created.
Herzberg(1959 Herzberg et al. (1959) created the motivational show for job fulfillment and through inquire about he
found that the job-related components can be separated into two categories, Hygiene components, and motivation components.
Hygiene variables cannot cause satisfaction but they can alter disappointment into no disappointment or brief term inspiration,
whereas motivational variables have a long enduring impact as they raise positive sentiments towards work and change over
no dissatisfaction into fulfillment. Within the nonappearance of hygiene variables (that are working conditions, supervision
quality and level, the company policy and organization, interpersonal relations, work security, and compensation) the worker’s
chances of getting disappointed increment.
Luthans (1985) highlighted that a total definition given by Locke. A satisfying or supportive influencing circum-
stance which comes about beginning the evaluation of one’s work or work experience. Work fulfillment may be a result of
employees’ recognition of how fine their work gives those impacts which are seen as basic Job fulfillment to boot character-
ized as the reintegration of having an effect on made by person’s discernment of completion of his necessities in association
to his work and the close it (Saiyaden,1993). Organ and Pound (1991) pointed out that job fulfillment speaks to a troublesome
collection of cognition, feeling and inclination.
Baah and Amoako (2011) depicted that the motivational variables (the nature of work, the sense of accomplishment
from their work, the acknowledgment, the obligation that’s allowed to them, and openings for individual development and

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 A Note on Impact of Job Satisfaction on Employees Performance
Performance 27

progression) makes difference, workers discover their worth with regard to esteem given to them by an organization. Assist,
this could increment the motivational level of representatives which is able to eventually to raise inside happiness of workers
which the inside happiness will cause satisfaction. Hygiene calculates can as it caused outside happiness but they are not
capable sufficient to change over disappointment into fulfillment but still its nearness is as well much vital.
Rajkatoch (2012) said that job satisfaction is the amount to which one feels main with the work. The primary
constituent of the work fulfillment fulfilled are compensations, working condition, work concurring to the ability, required
work, work security and periphery repayment. The think about wrapping up that lady instructors are most fulfilled than male
instructors.
Ngimbudzi (2009) learning shown that instructors are more upbeat through the seriousness of work, social repayment
and hold starting chairmen, where they arethe littlest some cheerful through work depiction.
According to P.C.Tripathi the term “job fulfillment alludes to an employee’s wide approach to his job”.The work
will be satisfactory on the off chance that the individual’s work satisfies his dominant require and in case it is consistent with
his expectations.
According to KEITH DAVIS “job fulfillment communicates the demeanor towards one’s job, the distinction between
the sum of rewards laborers get and the sum that they accepted that should receive.” Hence job satisfaction speaks to a state of
mind or maybe that behavior. It is related to human needs and their fulfillment all through the work. In truth, job satisfaction
is created by an individual’s perception of how well his job fulfills his basic needs on the full. They require for the satisfaction
it brings tall efficiency.
Bakotic & Babic (2013) highlighted that for the people who work underneath troublesome working circumstance,
the working circumstance is a basic figure for job fulfillment, so people underneath troublesome working environment are
frustrated in the midst of this estimate. To initiate better fulfillment of specialists working underneath a troublesome working
environment, it is basic for the organization to development the working conditions. This will make them so moreover satisfied
through those who work underneath standard working condition and income back by and expansive execution will raise.

ADVANTAGES OF JOB SATISFACTION

• The fundamental benefit of work fulfillment is that the work which you deliver will consequently be of great quality.

• Another primary good thing about work fulfillment is that you will be willing to work in a modern way and your
approach towards your work will be very positive as well.

• A person who has work fulfillment will like his work and along these lines, he/she will also perform all his obligations
to the best of his ability.

• An individual who has work fulfillment will cherish his work and will thus perform all his obligations to the finest of
his capacities.

• A satisfied laborer will continuously take care and mindful towards his work, and the probability of mischance will be
less.

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 28
26 Sweta Jakhmola & Anu Sayal
Sayal

• When representatives are getting a charge out of a better degree of job satisfaction they tend to be more accommodating
and neighborly to their colleagues at work. This makes a difference to advance cooperation where the sharing of data
and information is improved.

• Workers that are upbeat in their work not as it remained with the company and boost efficiency; they moreover can
offer assistance to preserve a cheerful client base as well.

• The execution of an organization is frequently measured by development. Satisfied workers are more likely to be
steadfast to the organization.

DISADVANTAGES OF JOB SATISFACTION

• Person’s will certainly not need to go absent from his consolation region.

• People who have huge job satisfaction will not be prepared to go up against themselves with a disheartening assignment.
This is often since they are frightened that in case they challenge themselves at that point the job will not remain as
satisfying as it was.

• The chief restrictions of job satisfaction are that the employees are merely so content that they inevitably deny to take
off from their consolation zone.

• You may start to acknowledge only those assignments which you’ve been doing since you joined the company and
you’ll not be willing to undertake your hand at something else.

• When employees are not upbeat with their employments, they are much more likely to involve in activities causing a
negative impact on their work.

• An individual who has low job satisfaction will always be beneath the expected level of work output and in expansion
to this, he might indeed go into misery.

• When one worker is hopeless doing their work, all the other representatives with whom he/she comes into contact will
be negatively influenced by his/her state of mind. If they see somebody who is not satisfied with the work profile they
will also get swayed away which will further result in a sharp declination of the total output of the work assigned to
them.

• Low work fulfillment, coupled with low efficiency within the working environment results in reduced output.

CONCLUSIONS

From the present study, we conclude that job satisfaction is the most important ingredient for employee’s perfor-
mance. If an employee is satisfied with the present job the output in terms of the work assigned to him/her will be the best

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 A Note on Impact of Job Satisfaction on Employees Performance
Performance 29
27

one whereas on the other hand if the employee is not at all satisfied with the job then whatever work is assigned to him/her
will go in vain. He/she will not be able to deliver the requisite output within a stipulated period of time. It will definitely have
a cascading effect on the total output of the employees. Thus job satisfaction is a mandatory requirement for achieving the
goal of enhanced employee performance.

REFERENCES

1. Locke, E.A.& Latham, G.P. (1990). A theory of goal setting and task performance, Prentice Hall, Pg.4.

2. Luthans, F. (1998). Organizational Behaviour, 8th Edition, McGraw-Hill/Irwin, Boston,Pg. 147.

3. Luthans, F. (1982) Organizational Behavior, McGill : Illinois.

4. Luthans, F. (1985) Organizational Behavior, McGill Illinois.

5. Organ, D. W. and Hammer W. C. (1991) Organizational Behavior : An Applied Psychological Approach, Business
Publications : Texas.

6. Herzberg F, Mausner B, Snyderman BB (1959). The motivation to work. New York Wiley. pp. 157.

7. Usop, A. M., Kadtong, M. L., & Usop, D. A. S. O. (2013). The significant relationship between work performance
and job satisfaction in Philippines. International Journal of Human Resource Management and Research, 3(2), 9-16.

8. Baah, K., & Amoako, G. K. (2011). Application of Frederick Herzberg’s Two-Factor Theory in Assessing and
Understanding Employee Motivation at Work: a Ghanaian Perspective. European Journal of Business and
Management, 3(9), 1-8.

9. Rajkatoch,O.(2012).Job Satisfaction Among College Teachers:A Study on Government College Teachers in Jammu.
Asian Journal of Research in Social Sciences & Humanities. 4(2),164-180.

10. Ngimbudzi,W. (2009).Job Satisfaction Among Secondary Scool Teachers in Tanzania:A case Study of Njombe
District. Master Thesis of Education. University of Jyvaskyla.

11. https://content.wisestep.com/advantages-disadvantages-job-satisfaction/.

12. https://iedunote.com/job-satisfaction-benefits-company.

13. https://smallbusiness.chron.com/effects-low-job-satisfaction-10721.html.

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