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The impact of job satisfaction on job performance
Article in International Journal of Multidisciplinary Research and Development · December 2024
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International Journal of Multidisciplinary Research and Development
www.allsubjectjournal.com
ISSN Online: 2349-4182 ISSN Print: 2349-5979
Received: 30-10-2024, Accepted: 29-11-2024, Published: 14-12-2024
Volume 11, Issue 12, 2024, Page No. 38-42
The impact of job satisfaction on job performance
Elie Maalouf1, Georges Maalouf2
1
Department of Business, School of Law, Political, Administrative and Economic Sciences, Lebanese University, Beirut,
Lebanon
2
Department of Business, American International University, Jahra, Kuwait
Abstract
Job Satisfaction is defined as positive emotions that result from being appreciated in the workplace and is essential for both the
employee and the organization.
Long-term development of the organization was found by (Wang, 2024) [26] the result of Job satisfaction.
To et al. (2012) found that management systems impact performance. Murphy and Doherty (2011) [14] added that role models
may be recruited for these positions and that additional training programs will be developed.
In this study, the researchers adopted a quantitative mono-method and analyzed data. The researchers found that job
performance is affected by job satisfaction.
Keywords: Job performance, job satisfaction
Introduction Hypothesis 1: The more the Job satisfaction, the more the
Job satisfaction is important for organizational performance, Job Performance.
employees’ motivation, and high performance (Rana &
Singh, 2024) [28]. According to (Li, et al. 2015), dissatisfied Literature Review
workers were recognized with higher levels of stress, and as 1. Introduction
demotivated also. Organizations must work hard to improve In this chapter, the researchers will conduct a detailed
these types of situations. literature review concerning Job Satisfaction, and Job
Snyder (1975) [21] defines job satisfaction as an assessment Performance based on trusted references published in top
of the circumstances in a job, and results obtained from it. notch publications.
(Locke, 1968) [10] defined Job satisfaction as a positive
emotion of employees who acknowledge that their positions 2. Job satisfaction
promote and aid in attaining their values. 2.1. Definition of job satisfaction
According to Patterson et al. (1998) [15], job performance is The literature of business contains various definitions of Job
related to two main factors: “development of employees’ Satisfaction, and according to Locke (1976) [11], it is an
skills” and the “job design”. emotional situation that occurs when an individual values
(Wang, 2024) [26] mentioned that job satisfaction will her / his job. Hulin (2003) considered that job satisfaction is
improve productivity, commitment, and loyalty, which are composed of multidimensional inner answers to the job by
highly required in the current business world. an individual, and it is composed of cognitive, affective, as
well as behavioral constituents.
1. Research Design According to Locke (1976) [11], job satisfaction is a state of
The researchers used a quantitative method to examine how attainment of values that are similar to the workers’ needs.
job satisfaction affects job performance, employing a And these values can be mentally challenging, attract the
deductive approach. They collected data using a survey and interest of the employee, minimum physical requirements,
analyzed it using SPSS to draw conclusions and make availability of rewards, positive working conditions,
recommendations. potential of high self-esteem, similar colleagues who are
supportive
2. Problem Statement (Wang, 2024) [26] mentioned four factors that lead to job
The researchers aim to address the decline in labor satisfaction: the work environment, the financial benefits,
performance caused by dissatisfaction. the opportunity for skill development and a clear career
path, and a leadership style that is supportive and inclusive.
3. Purpose Also, individual factors influencing job satisfaction are age,
The purpose of this study is to the impact of job satisfaction experience, and education.
on job performance. (O'Connor, Riillo, & Slater, 2024) [17] mentioned that job
Two variables of this study are: Job Satisfaction dissatisfaction is the main reason for employees' intention to
(Independent), and Job Performance (Dependent). quit the company. The researchers found that youngsters are
more influenced by job dissatisfaction.
4. Research Question Spector (1997) defines Job Satisfaction as the people’s
The research question is: “What is the relative importance of feelings towards their jobs, while others consider that it is
job satisfaction and job performance?” mainly about people who like their work. Motivation will
The hypotheses to be studied are the following: lead to job satisfaction and the theories of motivation will
Hypothesis 0: The more the Job satisfaction, the less the help improve the situation of the employees, and improve
Job Performance.
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International Journal of Multidisciplinary Research and Development www.allsubjectjournal.com
their productivity that will lead to higher organizational to have skills that meet opportunities available in the
performance. market, and to compensate professional weaknesses.
Society requires satisfied individuals due to the need for Finally, the employee must focus on the main zones in
better outcomes from individuals and from businesses to which she / he is mostly skillful and have more
maintain economic growth and prosperity. competencies and capabilities than competitors who seek
Job satisfaction is very important for workers as they seek the same opportunities Sinoway (2012) [20].
structure in their life, financial income, as well as job
security. This satisfaction gained in the workplace will be 2.3. Job performance
reflected in life satisfaction. 2.3.1. Definition of job performance
There are many factors influencing job satisfaction, mainly Bandura (1997) [2] considered that the performance of every
structure, availability of required personnel, types of employee has high positive influence on the whole
equipment, and other factors in the business environment. organization, and when performing well, employees will be
Giallonardo, Wong, and Iwasiw (2010) found that job more satisfied and will have higher senses of self-efficacy.
satisfaction is highly influenced by business leadership. They will also achieve higher possibilities of promotion, and
advancements in the business, and especially those with the
2.2. Methods to increase job satisfaction highest quality activities.
To motivate employees, many companies make decisions Business performance is usually related to the sum of
based on three elements: money, wages, and conditions of employees’ performance which is obtained based on their
service. Money has the highest influence on motivating effort, and ability according to Christen, Iyer, and Soberman
employees and encouraging them to be more productive. (2006).
Inducements on salaries are adapted to increase employees'
satisfaction, and successful achievements of tasks and duties 2.3.2. Methods to improve job performance
to achieve employees’ satisfaction in performing tasks. The Jankingthong, and Rurkkhum (2012) [9] found that job
conditions of service play an important role in satisfying and performance is promoted via justice in the organization,
engaging employees, as they search for better treatments, engagement in the job, and public service motivation.
possibility of improvements, advancements, rich Tamkin (2004) [24] mentioned that the behaviors and
communication, safety and security, and knowledge sharing management style have a direct impact on the whole
according to Kavita (2012). organization. High performance workplaces are the results
Reduced working hours are main sources of job satisfaction, of highly engaged and empowered employees in addition to
and employees are more satisfied with additional flexibility. the excellent products and services. These are the
Being content with the working schedule is related to job organizations with flat structure, improved teamwork,
satisfaction. decentralization, and improved trust and communication.
To this flexibility, the researchers added job characteristics Batt (2002) considered that the highly performing
as a main source of impact, and factors like stress and environments are those that focus on high skills, teamwork,
overtime have an impact on job satisfaction. freedom, and initiatives to improve the organizational
Good working conditions are required to improve job commitments.
satisfaction, and this research found that an optimization of Previous studies emphasized that in order to perform well,
the level of job satisfaction is the result of developed employees must have the ability to achieve, be motivated,
working conditions. and find available opportunities in the working environment
(O'Connor, Riillo, & Slater, 2024) [17] found that improving to improve them. The implementation of these rules and
job satisfaction will result in higher productivity, better regulations is the sole responsibility of the managers
recruitment’s results, retention of talented people, and according to Tamkin (2004) [24].
higher organizational performance. Job satisfaction will be
improved by focusing on job quality. 2.4. Job Satisfaction affecting Job Performance
According to Sinoway (2012) [20], the employment crisis and Iyer, and Soberman (2006) have studied the relationship
limited opportunities make the employees at all levels between efforts, job performance, and job satisfaction. The
trapped, and unsatisfied. The sole solution to change this study found that efforts are negatively related to job
situation can be obtained through economic revival leading satisfaction, while job performance is positively related.
to a creation of jobs for people in need and improving the They found that different results in other research are the
opportunities for those who currently work. result of differing definitions of these variables. The
First, an employee can meanwhile initiate a road for their accountability is highly required in these variables.
satisfaction under the current conditions, following these There are many common antecedents for both job
stages: development of individual vision for achieving long- satisfaction and job performance like the compensation, and
term professional and personal goals, questioning whether levels of supervision.
this is the right path, and if she / he will remain in the same Iyer, and Soberman (2006) found that efforts are negatively
position after a reassessment of current goals in the job, related to job satisfaction, while job performance is
household, material capital, and society. positively related.
Secondly, employees may reconsider what is “insecure”, Christen, Iyer, and Soberman (2006) found that the positive
knowing that sometimes doing nothing may be risky. This relationship between job satisfaction and job performance
occurs when no decision is made to face given risk, and will respond to the managerial needs to create such
employees will stay in the same situation despite the fact environments, and positive additional behaviors that will be
that she / he will be heading directly off a cliff. anticipated from the employees, like decreased absenteeism,
Thirdly, employees may start their “individual board of and low level of employees’ turnover.
directors” (IBOD), which is composed of individuals who Platis et al. (2014) [16] found that the relation between job
can act proactively to advance her / his career, by satisfaction and job performance is essential in improving
continually providing needed feedback, support, and advises performance.
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International Journal of Multidisciplinary Research and Development www.allsubjectjournal.com
Methodology and Participants Job Performance: Sonnentag, Volmer, and Spychala
1. Introduction (2010) [22] studied the individual performance, and
The research question is: “What is the relative importance of considered this performance as a concept of many
Job satisfaction on job performance?” dimensions. Performance is composed of many behaviors
The hypotheses to be studied are the following: performed by the individuals that precise approximately the
Hypothesis 0: The more the Job satisfaction, the less the level of anticipated outcomes.
Job Performance.
In this study, the independent variable is Job Satisfaction.
Hypothesis 1: The more the Job satisfaction, the more the The dependent variable is Job Performance.
Job Performance. The independent variable “Job Satisfaction” is measured by
3 likert 5-point type scale statements taken from previous
2. Research methods and design research: Roll (2015) [19], and Vancouver Island University
Regarding the philosophy, a choice of an objectivism (2011) [25]
onthology with a positivism epistemology will guide the The dependent variable “Job Performance” is measured by 5
thesis with a weak axiology and functionalist paradigm. likert 5-point type scale statements taken from previous
A Deductive approach suits this article with a quantitative research: (Roll, 2015) [19]; Yilmaz (2014)
choice based on an adopted and adapted questionnaire.
The research strategy adopted in this study is a survey. 6. Data collection, processing, and analysis
Research choice is mono-method quantitative. Primary data are obtained from the questionnaire distributed
The Time Horizon of this study is Cross-sectional. to a representative sample of employees in diverse
Research Technique of this study is a structured industries, while the secondary data are obtained from
questionnaire composed of 13 by 8 items as follow: previous studies conducted and published in trusted
Job performance: This variable was measured by five references. Both primary and secondary data will lead to
items. valid and reliable results after being interpreted and studied
Job satisfaction: This variable was measured by three in a quantitative method.
items.
Results and discussion
Additional five items cover demographic information and 1. Results
concern. 1.1. Introduction
Based on previous empirical studies, the researchers
3. Participants formulated the following set of hypotheses:
The sample size in this study is 229 employees from the Hypothesis 0: The more the Job satisfaction, the less the
population, and the findings will be based on complete Job Performance.
responses. Hypothesis 1: The more the Job satisfaction, the more the
Data were collected from a sample of 230 professionals, Job Performance.
which is above the required number.
The sampling technique adopted is a simple random 1.2. Major characteristics of the selected sample
sampling (Sometimes called just Random Sampling) which The results show that 66.5% percent of the respondents are
involves selecting the sample at random from the sampling males and 33.5% are females, and that the average median
frame using random number tables. age is 33 years.
4. Materials/Instruments 1.3. Reliability analysis
The researchers will use a quantitative survey to collect data The Job satisfaction has a good reliability, as the computed
for this study. The items cover job satisfaction, and job Cronbach's α for "Job Satisfaction" is α = 0.793.
performance. The Job performance has a high reliability, as the computed
Complete questionnaires will be analyzed using SPSS. Cronbach's α for "Job Performance" is α = 0.848.
5. Operational definition of variables 1.4. Chi-square test
Job Satisfaction: The researcher in Sonnentag, Volmer, and Below tables 4.1 to 4.2 show that the following relation
Spychala (2010) [22] defines job satisfaction as an between Job Satisfaction and Job Performance is highly
assessment of the circumstances in a job, and results significant as determined by the significant Chi- Square
obtained from it. Statistics. Professionals who are not satisfied perform worse
than others.
Table 4.1: Crosstab
Crosstab
performance
Total
Bad Performance Good performance
Count 11 81 92
Not Satisfied
% within performance 73.3% 37.7% 40.0%
Csatisfaction
Count 4 134 138
Satisfied
% within performance 26.7% 62.3% 60.0%
Count 15 215 230
Total
% within performance 100.0% 100.0% 100.0%
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International Journal of Multidisciplinary Research and Development www.allsubjectjournal.com
Table 4.2: Chi-Square Test
Chi-Square Tests
Value df Asymp. Sig. (2-sided) Exact Sig. (2-sided) Exact Sig. (1-sided)
Pearson Chi-Square 7.429a 1 .006
Continuity Correctionb 6.017 1 .014
Likelihood Ratio 7.335 1 .007
Fisher's Exact Test .012 .007
Linear-by-Linear Association 7.397 1 .007
N of Valid Cases 230
a. 0 cells (0.0%) have expected count less than 5. The minimum expected count is 6.00.
b. Computed only for a 2x2 table
Testing the relative importance of the independent Companies that invest in creating a positive work
variable to the variation in the dependent variable environment and enhancing job satisfaction will experience
In regressing the dependent variable “Job Performance” on improved job performance, directly impacting financial
the independent variable “Job Satisfaction”, it is found that performance and business growth.
the regression equation is highly significant (F= 5.988,
p=.000) and the R2 is 0.215. 2. Recommendations
The following tables – 4.3 -, - 4.4 - and - 4.5 - show that Business should focus more on improving job satisfaction
variation in “Job Performance” is determined by “Job and establishing a culture that drives higher job performance
Satisfaction”. and achieving goals.
Other researchers can adopt the current research and modify
Table 4.3: Model summary it to include more items related to the measured concept,
Model Summary focusing on various variables like "job commitment" and
Adjusted R Std. Error of the "work-life balance".
Model R R Square
Square Estimate
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