“A STUDY ON IMPACT OF JOB SATISFACTION ON

WORKER’S PRODUCTIVITY”

Submitted By:

SONALI KUMARI

Guide By:

AKASH SHARMA

Roll No.:

Project Code: MMPP1

School of Management Studies

INDIRA GANDHI NATIONAL OPEN UNIVERSITY

MAIDAN GARHI, DELHI – 110 068

Contents
Introduction................................................................................................................................2

Purpose of Study........................................................................................................................3

Objectives...................................................................................................................................4

Rationale of Study......................................................................................................................4

Statement of Problem.................................................................................................................5

Research Methodology...............................................................................................................5

Research design......................................................................................................................6

Research Approach................................................................................................................6

Nature and source of data/ information to be collected.........................................................6

Sample Design.......................................................................................................................7

Sampling Method...................................................................................................................7

Tools and techniques used for data collection.......................................................................7

Methods to be used for data collection..................................................................................7

Findings and Conclusion............................................................................................................8

Limitations of Study...................................................................................................................9

References..................................................................................................................................9
Introduction

Accomplishment of a general exhibition through profitability and effectiveness has

consistently been a hierarchical objective of high need. To do that exceptionally fulfilled
work power is a totally need for accomplishing an undeniable degree of execution headway
of an association. Fulfilled laborer prompts stretch out more exertion to work execution, at
that point works more earnestly and better. Accordingly every association attempts to make a
fulfilled work power to work the prosperity of the association. Nonetheless, the absolute
authoritative execution relies upon proficient and viable execution of singular representatives
of the association. Along these lines, each association puts a significant dependence on their
individual representative presentation to acquire high profitability in the association. Worker
exertion is a significant factor that decides an individual presentation will be. When a worker
feels a fulfillment about the work, he/she is roused to do grater exertion to the work
execution. At that point it will in general expand the general presentation of the association.
In other words, a fulfilled individual representative and his work and responsibility are
significant for the achievement of the association. The term Job fulfillment is outfitted as the
demeanor of substance, a representative has in his or then again her present situation in an
association. Over the most recent couple of many years, various academic contemplates have
been directed utilizing the laborers' fulfillment as a focal examination variable. It must be
viewed as a mandatory characteristic which is often estimated by associations to guarantee
the presence of a tender methodology of representatives towards the obligations and duties
they manage. In spite of the overall desires for thinking about representatives as a human
resource of the association, the overall situation of benefit arranged business is neither giving
a reasonable compensation framework nor broadening government assistance situated move
towards its workers, regularly. Along these lines, the turnover rate has alarmingly expanded
in a large portion of the enterprises in every one of the degrees of occupations. Here comes
the meaning of ensuring a practical condition of occupation fulfillment among the
representatives of any association, which thusly may land in hierarchical viability. Zain,
Ishak and Ghani (2009) delineate the factor of occupation fulfillment as being established of
by workers' contemplations, sentiments, communications and execution. Based on
Hawthorne contemplates, Glenn Bassett (2004) verbalizes the functioning speculation of the
human relations development in administration has reliably suggested that the fulfilled
specialist is a gainful one. Absurd years, explores are moving the opposite way, gathering
that representative execution impacts work fulfillment.
Purpose of Study

This study aims to explore the relationship between worker productivity and job happiness.
The level of contentment and fulfilment that employees experience from their work is known
as job satisfaction. Conversely, productivity describes how much and how well an employee
produces work in a given amount of time. The purpose of this study is to investigate the link
between these two variables and ascertain whether productivity and work satisfaction are
positively correlated. In particular, we aim to address queries like: What elements influence
employees' job satisfaction? What impact does job happiness have on output? Is there a direct
correlation between productivity and job satisfaction, or are there other variables at play
here? Organisations must comprehend the connection between job satisfaction and
productivity in order to create plans that will increase worker motivation and output.
Organisations may boost productivity and more successfully accomplish their objectives by
figuring out what makes employees happy at work and putting in place procedures and
policies that support that happiness. Additionally, since job satisfaction and productivity are
related, employees can better take charge of their careers and make well-informed decisions
regarding their professional lives by knowing this relationship. In the end, our research will
offer insightful information about how job satisfaction affects productivity and enhances
overall organisational success.

Objectives

 To understand the measures for employee performance

 To identify the factor that determine job satisfaction
 To know about the relationship between job satisfaction and performance.
 To examine the impact of job satisfaction on the productivity of the workers.

Rationale of Study

First of all, it is acknowledged that job satisfaction and productivity are not the same. Job
satisfaction is defined as the degree of happiness and fulfilment that employees experience
from their work, whereas productivity is the amount and quality of work that an employee
produces in a specific amount of time. Acknowledging these as separate but related elements
prepares the ground for a thorough investigation. Examining the relationship between
productivity and work satisfaction is the study's main goal. The study aims to elucidate the
dynamics at work by addressing problems such as factors influencing job satisfaction and the
effect of job happiness on output. This involves determining if productivity and job happiness
are directly correlated or if there are other factors at work. This sophisticated approach opens
the door to a more in-depth and perceptive examination by acknowledging the complexity of
the interaction between these two factors. The study's useful implications for organisations
highlight its significance. Organisations can create programmes that increase employee
engagement and output by understanding the relationship between job happiness and
productivity. Organisations can increase productivity and successfully accomplish their goals
by determining the elements that affect employee satisfaction and putting in place procedures
and policies that support this. Organisational managers can use this knowledge as a useful
tool to guide them in developing a work environment that promotes employee satisfaction
and, as a result, increases productivity. The report also acknowledges the empowerment that
each employee receives from knowing this link. Employees are better equipped to make
decisions about their professional lives when they are aware of the relationship between job
satisfaction and productivity. With this knowledge, individuals can actively participate in
directing their professional paths by looking for settings and positions that will increase their
sense of fulfilment and, consequently, their output. To sum up, the necessity to investigate the
complex relationship between job satisfaction and productivity forms the basis of the research
reason. The study intends to provide insightful information that can improve employee
wellbeing, guide organisational strategies, and ultimately support the performance of the
organisation as a whole.

Statement of Problem

Associations at this relentless age, is in a solid goal of recruiting of and holding the most
appropriate workers. To achieve this reason, execution assessment has become a solid need
for both the representatives and businesses in various faculties. On assessing workers in
consonance with their expert and social viewpoints, various mental and social highlights are
additionally to be accounted into. In a serious business climate wins everywhere on the globe,
this cycle of assessment has arisen into unrivaled component of helping and dealing with the
presentation of workers. This methodology perpetually appraises the commendable
commitments of a worker in general and consequently recognizes the basic relationship of
execution with workers' mental factors like occupation fulfillment, passionate insight,
hierarchical citizenship conduct, work inspiration, proficient uprightness, and so on. The
study attempts to recognize the impact of job satisfaction on work execution of workers of
the Automobile Industry. It explores the connection between the measurements of occupation
fulfillment and the work execution of the respondents and subsequently to cross check
whether the previous impacts the last from an inspirational outlook or not.

Research Methodology

Research is a creative and systematic work undertaken to increase the stock of knowledge,
including knowledge of humans, culture and society, and the use of this stock of knowledge
to devise new applications. It is not only important for the researcher to know the research
technique but also the scientific method called methodology. This chapter deals with methods
the researcher used in gathering and analyzing data collected must be reliable, credible and
relevant. It includes the research design, the sample design, sample size, data collection
method, and sampling method

Research design
The selection of appropriate methodology to conduct the research in context of the identified
research problems is necessary to reach objective based outcomes. The current chapter deals
with the identification of the most suitable research paradigm, approach, design, data
collection and analysis method that is applicable to resolve the research questions. Research
design refers to the way information is gathered. In this project descriptive research is used
and, in the case of this research I have used the quantitative approach of data gathering.
Quantitative study was done to understand the Impact of international trade and employment
condition. Descriptive research design will be used for the current research study using
Convenience Sampling.

Research Approach

The selection of research approach, whether inductive or deductive depends on the nature of
the research topic and the complexity of the problems identified. According to Jebb, Parrigon,
and Woo, 2017, inductive process is a theory building approach that starts with observation
and data collection, formulating tentative hypothesis, analyzing the collected data and finally
the development of new knowledge. As opposed to inductive approach, the deductive process
starts with extensive study of existing theories, followed by identification of research gaps
and hypothesis development, analyzing the existing data using scientific methods and finally
testing the existing studies.

Nature and source of data/ information to be collected

Secondary data collection
The use of secondary sources such as books, journals, articles, discourses, academic papers
and internet sources will be made to gain knowledge relating to employee relations theories
and related concepts. Academic databases such as Google scholar will be used to extract
theoretical and literature that already exist in context of the chosen topic.
Primary data collection
Primary research is research that produces data that are only obtainable directly from an
original source. In certain types of primary research, the researcher has direct contact with the
original source of the data. The decision to collect primary data for your research project is
influenced by the kind of research you are carrying out. The need for primary information is
far more frequently related to the practical, rather than the academic aspects of study.

Sample Design

QUESTIONNAIRE DESIGN
In this questionnaire there are 15 questions. In this survey the author has used these types of
questions:-
 The Dichotomous Survey Questions
 The Multiple Choice Survey Questions
 Demographic Survey Questions
 Likert Questions

The questionnaire will be sent to the local residence of Delhi.

Sampling Method
Convenience Sampling (also called availability sampling) is a non-likelihood/non-arbitrary
examining procedure used to make test according to simple entry, status to be a piece of the
example, accessibility at a given time allotment or some other viable details of a specific
component. The scientist picks individuals simply based on nearness and doesn't consider if
they address the whole populace. Utilizing this procedure, they can notice propensities,
suppositions, and perspectives in the least demanding way.

Tools and techniques used for data collection

 Non probability, Purposive sampling

 Non probability, convenience sampling

Methods to be used for data collection

The methods to be used for empirical data collection will be mixed methods, by combining
quantitative and qualitative data collection methods. Each of the methods are discussed as
follows --
Quantitative data collection
Quantitative research provides numerical data that can be statistical calculated and the results
can be diagrammatically represented using visual aids such as graphs and charts. Quantitative
data can be collected using a number of strategies such as surveys, case studies, experiments
etc. depending on the nature of topic and the feasibility of data collection tool.
Qualitative data collection
The data provided by qualitative research is subjective and needs careful interpretation to
arrive at the correct data analysis. In order to collect qualitative data, the use of interviews,
observation, focus group, action research etc. can be made.

Findings and Conclusion

Organizations regularly disregard the impact of job satisfaction towards the gravity of
representatives' execution. The study clarifies how do the different components of occupation
fulfillment are assessed and further corresponded with the work execution of the
representatives among different bunches in the business. It was seen that there is a solid
relationship between the degrees of occupation fulfillment and of Performance of a worker, in
both Supervisor and Laborer gatherings of the Automobile Industry. Occupation fulfillment
was noticed higher in the managers' level instead of that of the Employees in specialists’
level. Likewise a more noteworthy scope of work fulfillment is uncovered in workers with
more professional training as opposed to those with less experience. Other than to these, the
examination means to discover the connection between the job satisfaction factors and the
exhibition assessment aftereffects of the respondents. To this respect, the representatives with
more occupation fulfillment have shown a better assessment score. Hence, building up a
more significant level of occupation fulfillment among the workers of an association would,
thus assist them with upgrading their exhibition too. Eventually, the actions can be received
for a superior presentation the board framework in the associations and can be fused with
these points of interest for future compliances. The thought behind this investigation is to
give associations an understanding about the meaning of work fulfillment regarding the
exhibition of its workers and how they can be utilized to acquire the attractive outcomes.
Accordingly the consequences of this study might be tested in other kinds of associations
moreover.

Limitations of Study

The constraints of this study on the relationship between job happiness and worker
productivity may affect how its conclusions are interpreted. First off, because the research
was done in a particular industry, organisation, or region, there may be limitations on how
broadly the findings may be applied. The study's conclusions may not apply to other
situations due to the distinctive features and dynamics of various workplaces. Furthermore,
there may be a limit to the measuring of job satisfaction because it is essentially subjective.
The complex and multidimensional character of work satisfaction may not be adequately
captured by relying solely on self-reported metrics or questionnaires. The study also
acknowledges the existence of confounding variables and other influences that could affect
the observed link between productivity and work happiness. Unknown factors, such changes
in organisational structure or the state of the economy, may make it more difficult for the
study to find a clear-cut link. These acknowledged limitations give clarity on the limits of the
study and suggest possible directions for further investigation and improvement.
References

Bender, K. A., Donohue, S. M., & Heywood, J. S. (2005). Job satisfaction and gender
segregation. Oxford Economic Papers, 57, 479–496.10.1093/oep/gpi015
Bendre, K. A., & Heywood, J. S. (2006). Job satisfaction of the highly educated: the role of
gender, academic tenure, and earnings. Scottish Journal of Political Economy, 53, 253–
279.10.1111/sjpe.2006.53.issue-2
Brayfield, A. H., & Crockett, W. H. (1955). Employee attitudes and employee
performance. Psychological Bulletin, 52, 396–424.10.1037/h0045899
Brown, M. G. (1996). Keeping score: using the right metrics to drive world-class
performance. New York, NY: Quality Resources.
Chan, K. C., Gee, M. V., & Steiner, T. L. (2000). Employee happiness and corporate
financial performance. Financial Practice and Education, 10, 47–52.
Chandrasekar, K. (2011). Workplace environment and its impact on organizational
performance in public sector organizations. International Journal of Enterprise Computing
and Business Systems, 1, 1–16.
Choi, J. S., Kwak, Y. M., & Choe, C. (2010). Corporate social responsibility and corporate
financial performance: Evidence from Korea. Australian Journal of Management, 35, 291–
311.10.1177/0312896210384681
Cole, L. E., & Cole, M. S. (2005). Employee satisfaction and organizational performance: A
summary of key findings from applied psychology. Retrieved February 15, 2015,
from http://www.Teammax.net/files/LiteratureReview.pdf
Cross, K. F., & Lynch, R. L. (1989). The SMART way to sustain and define
success. National Productivity Review, 8, 23–33. Daily, C. M., & Near, J. P. (2000). CEO
satisfaction and firm performance in family firms: Divergence between theory and
practice. Social Indicators Research, 51, 125–170.10.1023/A:1007099301884
Dotson, J. P., & Allenby, G. M. (2010). Investigating the strategic influence of customer and
employee satisfaction on firm financial performance. Marketing Science, 29, 895–
908.10.1287/mksc.1100.0584
Ellinger, A. D., Ellinger, A. E., Yang, B., & Howton, S. W. (2002). The relationship between
the learning organization concept and firm’s financial performance: An empirical
assessment. Human Resource Development Quarterly, 13, 5–22.10.1002/(ISSN)1532-1096
Evans, J. R., & Jack, E. P. (2003). Validating key results linkages in the Baldrige
Performance Excellence Model. The Quality Management Journal, 10, 7–24.
Fitzgerald, L., Johnston, R., Brignall, T. J., Silvestro, R., & Voss, C. (1991). Performance
measurement in service organizations. Management Accounting, 34–36.
Flamholtz, E., & Hua, W. (2002). Strategic organizational development, growing pains and
corporate financial performance: an empirical test. European management Journal, 20, 527–
536.
Gerhart, B. A., & Milkovich, G. T. (1990). Organizational differences in managerial
compensation and financial performance. The Academy of Management Journal, 33, 663–
691.
Ghalayini, A. M., & Noble, J. S. (1996). The changing basis of performance
measurement. International Journal of Operations & Production Management, 16, 63–80.
Goslin, P. A. (2005). Managing employee satisfaction of volunteers in South African
sport. African Journal for Physical Health Education, 12, 30–40.
Gould-Williams, J. (2003). The importance of HR practices and workplace trust in achieving
superior performance: A study of public-sector organizations. The International Journal of
Human Resource Management, 14, 28–54.10.1080/09585190210158501