Does job performance increase employee satisfaction?
The job
performance of an individual plays a vital role in an organization’s growth. On
the other hand, job performance is considered one of the most important
constructs in human resource studies.
Performance
refers to a person's accomplishment on tasks that comprise one's job and is the
end result of the application of effort Porter & Lawler in (1967) as cited
by Chandrakumara. According to Murphy (1989) job performance can be defined as
“the set of behaviors that are relevant to the goals of the organization or the
organizational unit in which a person works”.
According
to Khanka (2000) behavior is the result of interaction between individual
characteristics and characteristics of the environment in which the behavior
occurs. Employee’s job performance is based on employee’s behavior. Bernardin &
Beatty (1998) as cited by Fonseka (2000) performance is defined as the “record
of outcomes produced on a specified job function or activity during a specified
time period. Although, a person’s job performance depends on some combination
of ability, motivation and situational constraints, it can be measured only in
terms of some outcomes as cited in Viswesvaran (2001). Motowidlo (1986) job
performance is defined as the effectiveness of employee’s behavior that effect
to achieve the organizational objectives. According to Koopmans et al (2014),
job performance means that “behaviors or actions that are relevant to the goals
of the organization”.
Dimensions of Job Performance
Task Performance:
Borman
and Motowidlo (1993) Task performance describe as activities that directly
contribute or support to the transformation of inputs into outputs. For
examples of task performance include strategic planning, supervising employees,
operating machinery etc. And also Witt, Kacmar, Carlson, & Zivnuska (2002)
emphasized that task performance refers to outcomes of the independent tasks
that differentiate one occupation from another.
Contextual Performance:
Contextual
Performance defines as activities that are not formally describe in job
description, which indirectly contribute to an organization's performance by
facilitating task performance Sonnentag, Volmer, & Spuchala (2008). As well
as, Van Scotter and Motowidlo (1996) reviled that contextual performance
separates into two facets, those are job dedication and interpersonal
facilitation, each of facet which uniquely contribute to overall assessments of
job performance. Also further discuss about the contextual performance, Borman
and Motowidlo (1993) stated that five categories of contextual performance: (1)
volunteering for activities beyond a person's formal job requirements, (2) persistence
of enthusiasm and application when needed to complete important task
requirements, (3) assistance to others, (4) following rules and prescribed
procedures even when it is inconvenient, and (5) openly defending organization
objectives.
Job Performance and its Relationship
between Job Satisfactions:
There
is no final definition about job satisfaction even though it is used
widely in scientific researches and day
today life. Therefore different authors have different approaches towards defining
job satisfaction. Some of the most commonly cited definitions on job
satisfaction are analyzed as follows. `
Hoppock
in (1935) as cited by Hussin in (2011) defined job satisfaction as any
combination of psychological, physiological and environmental circumstances
that cause a person truthfully to say I am satisfied with my job. According to
this approach, there is something internal that has to do with the way how the
employee feels, even though job satisfaction under the influence of many
external factors.
Several
studies were done to measure the level of job satisfaction in Indian
administrative service which revealed that there was no cause-effect
relationship between job satisfaction and job performance Hewage (1985).
A study
done by Fonseka (2000) on relationship between job attitudes and perceived job
performance of public sector engineers in engineering culture shows that job
satisfaction, organization commitment and job involvement have positive and
moderate correlation with job performance.
According
to Smith, Kendall and Hulin (1969) job satisfaction is a pleasurable or
positive emotional state resulting from appraisal of one’s job or job
experience. Job satisfaction is also an attitude towards job or is an affective
or emotional response toward various facets of one’s job performance.
Accordingly,
there is a positive impact between job performance and job satisfaction.
References:
Abdul, R., Khan, M. A., Khan, G., & Khan, F. A.
(2011).Impact of Training and Development on Organizational Performance.Global
Journal of Management and Business Research.
Abdulla, J., Djebarni, R., &Mellahi, K. (2011).
Determinants of job satisfaction in the UAE: A case study of the Dubai police.
Personnel Review, Vol.40, 126–146. https://doi.org/Abdulla, Jassem, Djebarni,
Ramdane and Mellahi, Kamel (2011) Determinants of job satisfaction in the UAE:
A case study of the Dubai police. Personnel Review, Vol.40 (No.1). pp. 126-146.
doi:10.1108/00483481111095555
It's well detailed explaining article. as my point of view by from my experience job satisfaction build and increase my job performance. this will refresh our thoughts against fundamentals believes about job satisfaction.
ReplyDeleteself satisfaction of the job is important to increase the performance of individuals. not only performance and will improve productivity and quality too.
ReplyDeletegood explanation ,there is combination with job satisfaction & performances . no measure to count the satisfaction but finally it will increase the performance .
ReplyDeleteAgree with you. Self satisfaction is the key point to enhance performance. Good article
ReplyDelete