Relationship between Job Satisfaction and Employee Performance in the Construction Industry of Pakistan

Memon, Aftab Hameed; Khahro, Shabir Hussain; Memon, Nasrullah; Memon, Zubair Ahmed; Mustafà, Ahmed

doi:10.3390/su15118699

Cited by 10 publications

(5 citation statements)

References 40 publications

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“…With the results of this study it is expected. The results of this study can increase job satisfaction in line with the findings of (Latifah et al, 2024;Memon et al, 2023), who agree that satisfaction can make a positive contribution to employee performance.…”

Section: Discussionsupporting

confidence: 89%

Impact of transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable

Muhajiroh,

Noermijati

2024

IJRBS

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The impact of globalization quickly and dynamically requires development and change in the environment. This is inseparable from public organizations that face various challenges and obstacles to be more responsive to the needs of citizens. However, the performance of human resources from public organizations is now also always in the public spotlight where in practice in Indonesia it is still not good enough. Empirical studies or research have been conducted to analyze the effect of transformational leadership and psychological contract on employee performance. This study attempts to remedy the existing knowledge gap and limited literature by including job satisfaction as a mediating variable on employee performance levels in Indonesia. This study aims to determine the effect of transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable. A structured questionnaire with closed-ended questions was used to collect raw data from 241 employees. Descriptive tests and SEM PLS tests were conducted to determine the statistically significant relationship between transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable. The results reflect a statistically significant relationship between transformational leadership and psychological contract to employee performance with job satisfaction as a mediating variable. This study has practical implications for practitioners in the field of human resources, organizational leaders, academics, and government policy makers because they can strategically plan transformational leadership and psychological contract practices and link these practices to employee performance in an organization. Further research can be conducted in other government organizations to conduct comparative studies obtained across organizations on the effect of transformational leadership and psychological contracts on employee performance with job satisfaction as a mediating variable.

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Section: Discussionsupporting

confidence: 89%

Impact of transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable

Muhajiroh,

Noermijati

2024

IJRBS

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“…al., 2010;Faraji, 2013;Tarimo & Lekule, 2024). Inspiring teachers to work is manifested as a necessary effort towards desired goals in today's competitive environment (Mbope, 2015;Memon et al, 2023). In Africa, 20%-30% of the teachers at the primary school level leave the profession due to difficult work assignments and unclear expectations with the widespread swim or sink attitude in schools (Anhorn, 2008).…”

Section: Introductionmentioning

confidence: 99%

Alignment of Satisfiers and Work Performance Inspirations among Primary School Teachers in Tanzania

Kano

2024

East Afr. j. interdiscip. stud.

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This study explored patterns of satisfiers and work performance among primary school teachers in the Tanzanian context. The proportionate stratified random sampling technique was used to select 381 primary school teachers. The study involved three districts situated in contrasting geographical locations in Dodoma region; East- Kongwa, North-Chemba and West-Dodoma Municipality. A five-point Likert scale questionnaire was used to collect data. For statistical analysis, the factor analysis technique was employed to reduce a large number of related variables to a smaller manageable number of dimensions. The location (i.e., the mean, median and mode), the scale (i.e., skewness) and shape (i.e., kurtosis) parameters were computed. The study revealed that teachers’ work performance is subjected to multiple satisfiers stemming from both financial and non-financial compensation. Financial factors understandably were topmost in galvanizing teachers to work at the optimal level (p≤0.05). Besides, satisfaction relates to psychological and school characteristics of co-worker behaviours, administrative support and some intrinsic facets of teaching. It is recommended that any agenda for the future of the teaching profession should weigh the balance of the tension between the satisfiers and dissatisfiers which release the brakes and press the accelerators of teachers’ work performance. With the current influx of enrolment into the fee-free basic education, a catalyst for teacher work performance is important if good quality education is to be realized. The Ministry of Education, Science and Technology should devise compelling, productive and effective education policies that are promising to teachers’ prosperity to attract indecisive bright young prospects and the best brains in the teaching profession

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“…Employee performance and job satisfaction are powerful tools for continuously developing and improving organizational performance to achieve strategic objectives [5].…”

Section: Introductionmentioning

confidence: 99%

Increasing the Personal Development of White-Collar Employees for Sustainable Employability

Özcan,

Ozcan,

Geyikci

et al. 2023

Sustainability

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This qualitative study evaluated a training intervention aimed at increasing the personal development curves of the ABC company’s white-collar employees and developing presentation preparation techniques. The participants prepared presentations using the 10/20/70 learning rule for the competencies they identified. After academicians and business managers evaluated the presentations, semi-structured one-on-one interviews were conducted to identify the intervention’s benefits and limitations. The eight participants, who were white-collar professionals from the ABC company, were identified using non-probabilistic purposive sampling and interviewed online for about 30 min using Microsoft Teams. The interviews were audio recorded. The Maxqda-2022 program was used to examine the interview data. The analysis showed that the participants had negative feelings about the performance process based on their personal development competencies, particularly regarding process management. They also mentioned having the opportunity to learn through experience and conducting interviews. The participants agreed that their organizations should increase their development awareness and conduct 360-degree evaluations. They also said that intensive practical training at universities was needed because they felt their undergraduate education had not changed their perspectives or prepared them for a career.

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Relationship between Job Satisfaction and Employee Performance in the Construction Industry of Pakistan

Cited by 10 publications

References 40 publications

Impact of transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable

Impact of transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable

Alignment of Satisfiers and Work Performance Inspirations among Primary School Teachers in Tanzania

Increasing the Personal Development of White-Collar Employees for Sustainable Employability

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