LITERATURE REVIEW:

1.  Identification of variables affecting employee satisfaction and

their impact on the organization

Alam Sageer, Dr. Sameena Rafat, Ms. Puja Agarwal (2012) stated that Employee
satisfaction is the terminology used to describe whether employees are happy,
contended and fulfilling their desires and needs at work. In this paper various
variables responsible for employee satisfaction has been discussed which give
satisfaction to employees. Attitude surveys, focus groups and exit interviews are
conducted to analyze the results to determine staff attitude, opinions and
motivation. The study’s conclusion imply that employee attitudes typically reflect
the moral of the company So, every organization should develop strategies that
strengthen the work environment and increase the employee morale and employee
satisfaction.

Sageer, A., Rafat, S., & Agarwal, P. (2012). Identification of variables affecting
employee satisfaction and their impact on the organization. IOSR Journal of
business and management, 5(1), 32-39.

https://citeseerx.ist.psu.edu/document?
repid=rep1&type=pdf&doi=0f247ec55c6daee0afc9426735c70a60d13a1b78

2. Employee satisfaction, customer satisfaction, and financial

performance: An empirical examination

The purpose of this study is to examine the relationship between

employee satisfaction and customer satisfaction, and to examine the impact
of both on a hospitality company’s financial performance utilizing service-
profit-chain framework as the theoretical base. Furthermore, this study
examines the mediating role of customer satisfaction on the indirect
relationship between employee satisfaction and financial performance. Data
for this study was collected from employees, customers and managers of
three- and four-star hotels. Structural equation modeling (SEM) with a two-
step approach was utilized to empirically test the proposed hypotheses and
the relationships between the constructs. Findings suggest that while
customer satisfaction has positive significant impact on financial
 performance, employee satisfaction has no direct significant impact on
financial performance. Instead, there is an indirect relationship between
employee satisfaction and financial performance, which is mediated by
customer satisfaction.

Chi, C. G., & Gursoy, D. (2009). Employee satisfaction, customer

satisfaction, and financial performance: An empirical
examination. International journal of hospitality management, 28(2), 245-
253.

https://www.sciencedirect.com/science/article/abs/pii/S0278431908000790

3. Impact of employee’s job satisfaction on organizational performance.

Employee attitude is very important for management to determine the behavior of

workers in the organization. The purpose of this research study is to observe the
relationship between employee’s job satisfaction and organizational performance.
The specific problem covered in this study is to scrutinize the impact of job
satisfaction on organizational performance. Data were collected through
conducting detailed field survey using questionnaires from different employee (exit
interview of outgoing employees) groups . The data analysis shows that there
exists positive correlation between job satisfaction and organizational performance.

Latif, M. S., Ahmad, M., Qasim, M., Mushtaq, M., Ferdoos, A., & Naeem, H.
(2013). Impact of employee’s job satisfaction on organizational
performance. European journal of business and management, 5(5), 166-171.

https://d1wqtxts1xzle7.cloudfront.net/31072756/
Research_paper_impact_of_employees_jobs_satisfaction_on_organizational_perfo
rmance-libre.pdf?1392235698=&response-content-disposition=inline
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4. EMPLOYEE ATTITUDES AND JOB SATISFACTION

This article identifies three major gaps between HR practice and the
scientific research in the area of employee attitudes in general and the most
focal employee attitude in particular—job satisfaction. The purpose of this
article is to provide greater understanding of the research on this topic and
give recommendations related to the major practitioner knowledge gaps. the
most accurate measure is a well-constructed employee attitude survey. The
survey feedback of employees includes that employee attitudes affect
behavior and that employee attitudes are important levers of organizational
performance. Thus the article states the job satisfaction of employees at a
time when employees are increasingly important for organizational success
and competitiveness.

Saari, L. M., & Judge, T. A. (2004). Employee attitudes and job

satisfaction. Human Resource Management: Published in Cooperation with
the School of Business Administration, The University of Michigan and in
alliance with the Society of Human Resources Management, 43(4), 395-407.

https://utm.edu/staff/mikem/documents/jobsatisfaction.pdf

5. IMPORTANCE OF EMPLOYEE MOTIVATION & JOB SATISFACTION

FOR ORGANIZATIONAL PERFORMANCE

The success of every business depends upon many factors but the most
important factor that affects the business is its employees. The research tries to
put forth factors of HRM so as to be stressed upon to increase employee
motivation and job satisfaction ultimately raising commitment among the
employees. The data is collected more from the available literature and further
from the employees of a organization so as to understand the factors which
motivate the employees. The primary data collected by means of survey
questionnaire. The respondent’s belonged to different organizations;
convenience sampling method is used to collect data. The conclustion of this
article states that human capital is the most valuable asset of any organization
and every organization also faces a big challenge of retention as well as
attraction of new talent, and motivational strategies could be one important
contributors to organizational success in long-term.

Varma, C. (2017). Importance of employee motivation & job satisfaction for

organizational performance. International Journal of Social Science &
Interdisciplinary Research, 6(2).

https://www.researchgate.net/profile/Chandrakant-Varma-2/publication/
329698335_IMPORTANCE_OF_EMPLOYEE_MOTIVATION_JOB_SATISF
ACTION_FOR_ORGANIZATIONAL_PERFORMANCE/links/
5c563e85a6fdccd6b5dde320/IMPORTANCE-OF-EMPLOYEE-
MOTIVATION-JOB-SATISFACTION-FOR-ORGANIZATIONAL-
PERFORMANCE.pdf

6. Analysis of the Effect of Organizational Commitment on Organizational

Performance in Mediation of Job Satisfaction (Study on Bekasi City
Government)

This study aims to analyze the influence of Organizational Commitment on

Organizational Performance either directly or indirectly through Job
Satisfaction. Quantitative research method, the unit of analysis of this
research is all the Regional Device Work Unit (SKPD) in the City
Government of Bekasi namely Head of Department, Head of Body and Head
of Section who occupied the essay II and III in Bekasi City Government, the
sample was 137 respondents. This research uses path analysis technique
(path analysis). SPSS Analysis tool 21.00. The results of this study indicate
that organizational commitment can directly affect the performance of the
organization and can also have an indirect effect of organizational
commitment to job satisfaction (as intervening variable) and then to the
performance of the organization. The better the organization’s commitment
 will provide employee job satisfaction as well as impact on better
organizational performance on Bekasi City Government.

Silitonga, P. E. S., Widodo, D. S., & Ali, H. (2017). Analysis of the effect of
organizational commitment on organizational performance in mediation of
job satisfaction (Study on Bekasi City Government). International Journal
of Economic Research, 14(8), 75-90.

https://d1wqtxts1xazle7.cloudfront.net/56028573/IJER-libre.pdf?
1520828749=&response-content-disposition=inline%3B+filename
%3DAnalysis_of_the_Effect_of_Organizational.pdf&Expires=1676967817
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7. The influence of organizational commitment on employees’ job

performance: The mediating role of job satisfaction

The author states the impact of organizational commitment on employees’

job performance . The purpose of this research is to study the effect of
organizational commitment on job performance through the mediating role
of job satisfaction. For the purpose, four hypotheses were developed, the
first three predicted positive relationships between organizational
commitment, job satisfaction and job performance and the last one
suggested the mediating effect of job satisfaction. 547 employees in
Vietnamese enterprises were surveyed. The results of the study supported all
the hypotheses. Accordingly, organizational commitment had a positive
impact on job performance; organizational commitment had a positive
impact on job satisfaction; job satisfaction had a positive impact on job
performance when organizational commitment was controlled. In the light of
 the findings, it is suggested that merely positive relationship between
organizational commitment and job performance may not automatically lead
an employer to achieve the outcome - job performance. Therefore, the secret
of success lies in improving job satisfaction through solutions to enhance
organizational commitment, thereby increase job performance.

Loan, L. J. M. S. L. (2020). The influence of organizational commitment on

employees’ job performance: The mediating role of job
satisfaction. Management Science Letters, 10(14), 3307-3312.
https://m.growingscience.com/msl/Vol10/msl_2020_185.pdf

8.