variables which are studied in this paper are job satisfaction and employee
productivity. So here it comes the topic effect of job satisfaction on public
sector employee productivity.so the literature is written after different well
known researchers. Quantitative data is collected for this topic from the
public organization. And public sector has preference due to that they are
serving the public so how they satisfaction intends to moving a employee
satisfaction may explained by many of others researchers in many perspectives
and it may be tend to moving in job satisfaction is a positioning where
employee feel to do a better work in their organization environment. There is
also being a good performance if employee is full inspired and cheerful from
his job that would be a vital role of job satisfaction(Gagné & Deci, 2005).
It is also emphasize to show some
concern towards your family and get some intangible and tangible rewards that
is the significance of job (Roach Anleu & Mack, 2014).
satisfaction define by in many other fields like psychological and
physiological and also in the workplace situation where they have accept the
value of job that they are satisfied from their job and it motivated the
employee towards job. And the employee character in organization plays a
crucial role for being influence the level of productivity so it defines that
there is also a various features to energize of having a satisfaction level (Hoppock & Spiegler, 1938).
is also some other perspective that it could also be situation where
satisfaction of an employees is low due to problem of work assigned to all of
them which may have different conditions or
circumstances under they are working that may be as civil liberties,
occupied environment, where employees are not much engaged with their work or
task. There could also be less cooperative level with leader or competent
person. These all factors may move far away from employees to work. Some
working organizations don’t pay to that persons who are not satisfied with
their work so it is the representation of less concerned towards their work and
not meet the outlook of supervisors then the result come up with they get dismissed from their jobs but the organization
suffers a extra charges on hiring a person.so it could a better for
organization to facilitate the employees by giving them an elastic setting that
they can feel their position mark able and be a member of an organization.
Likewise, high self-esteem gets higher the level of enactment and low
self-esteem gets the low level of enactment. (Clark, 1997).
productivity plays a vital role in workplace and usually it comes from when the
employees itself satisfied with their job. It is the measurement of an
efficiency of an employee and a person who is working within the group. It
could be measured by output of an employee within a span. And it could be
improved setting the required tasks and some strength to put on it by
considering the limits that cause productivity. Dismissed
variable has been the work routine, which not just affects labour activity
fulfilment and inspiration, yet which, thus, is firmly identified with enhanced
profitability. A fresh learning has shown that the motivation level are higher
if employee involvement in verdicts moving towards their on-going living (Nanda & Browne, 1977).
other side, organization productivity could be increased by the pre-employment
trails but some settings and problems are interlinked with pre-employment
trails. Different regulations, problems, measurement tools should be pay focus
on it(Rudner, 1992).
Private companies use the experiments for inspire the employers so if they give
more importance towards reserves rather than some rewards systems so than
employee productivity could be enhance more(Mueser & Maloney, 1991).
of the researcher work on quality circle technique which may enlightened
towards the recognition of employee participation in the various concepts like
productivity, quality of work life and less turnover (Marks, Mirvis, Hackett, & Grady,
1986). Noteworthy monetary misfortunes may
likewise come about because of such practices as poor occupation execution,
deficient client relations abilities, non-appearance, lateness, high turnover,
at work mishaps, infringement of organization strategy, and at work medicate
conceivably counterproductive workers previously procuring them is a noteworthy
test confronting managers(Rafilson, 1988).
Job satisfaction plays a crucial
role in the productivity. Job satisfaction leads employees to un-ending
motivation. This was proved by many researchers. This section of the chapter
reviews various relevant researches conducted across the globe.
may define as how much an individual or employee pleased with her work or job. And
it refers the reaction and emotions of an individual related to their specific
work. Sometimes job satisfaction shows a positive behaviour towards employee
pose and dissatisfaction represents as a negative approach from employee side
in other way it would call a best employee who delivers and promotes the firm’s
services and also produce a better and positive image. This type of job also
carried out by contact employees. Fair treatment also enhances job satisfaction
in the best possible way the one who delivers services. Job satisfaction may be
achieved through where organization follow workplace fairness in job treatment,
pay reward and promotion rules may administered. And then these type of rule
may specially promote the employee’s welfare as well refer to organization and
it refer to as contact employee prosocial behaviour.(Bettencourt & Brown, 1997).
consolidation of family life of employee may transfer into another area which
may create a job satisfaction on routine based and it has a great a great
effect on marital satisfaction and individual transfer of satisfaction at home
work and it creates a positive and negative image so it shows the transfer of
satisfaction also linkage of the family lives (Ilies, Wilson, & Wagner, 2009).The
connection between work fulfilment and the work esteems and employment rewards
related with six measurements of work-characteristic, comfort, monetary,
relations with collaborators, profession openings and asset sufficiency. It is
discovered that work esteems affects work fulfilment. Specialists can acquire
apparent occupation rewards is conceptualized to be an element of their level
of control over their work circumstance. Status of an experienced employee can
be improved by some extend to developed its productivity level and working
of an organization that comes up with
the job satisfaction (Kalleberg, 1977).
objective hypothesis and pioneer part trade hypothesis to recommend that the
relational instrument of pioneer part trade intercedes the connections between
workers objective introductions and the results of occupation execution and
employment fulfilment (Janssen & Van Yperen, 2004).
Achievement of something is considered as a level of satisfaction and somehow
it creates a high level of productivity and doing a tasks in a very well manner
as well (Locke & Latham, 1990).
in the local level government of employees they usually wanted a level of
satisfaction from different prespectives i.e they get it from job
secruity,environment of an organization, their achievements and feedback about
their supervisors (Durst & DeSantis, 1997).
may defined by three elements that is purpose, expectation and human capital. and employee productivity have a
relationship of job satisfaction. Somehow,
many sectors used some incentives for job satisfaction that would
incresaed the employee productivity.
so how the productivity be measured as
ratio of output to input. Then if we considered it by public sector it may
measured as an effectiveness and efficiency (Hatry, 1978) .If we
are talking about the public sector employee productivity so it could be achieved by standards
matching, and the rules which has been set by the competent authority. People
in general area is being limited, the models of proficiency and viability are
harder (now and again generously so), and the principles utilized for work force
and acquiring frameworks, and notwithstanding for hierarchical structures, are
moving emphatically toward leanness and adaptability, regularly to the
detriment of some prized open division esteems, for example, procedural value (Van Wart & Berman, 1999).
of the researcher work on quality circle technique which may enlighted towards
the recognition of employee particitaion in the various concepts like
productivity, quality of work life and less turnover (Marks et al., 1986). Therefore
there is also a trust-building model variable which may increase the
productivity level and as well as trust and increase the job satisfaction among
employees and get to more engaged with organizational work (Nyhan, 2000). For some of
production there is necessary of a very
good supportive workplace health that
may linked and commited with some of higher work and tend to show some of readiness for work (Chen et al., 2015).
key drive and purpose of this study is to getting the knowledge of how job satisfaction effects the employees
productivity who are working in the public sector organizations. So it would be
beneficial to get to know what type of stuff could be engagegd for enhancing
the employee productivity so is it complusory for public sector employees to
Significance of the study
This study has countless implication and prominence. Today
the most organization believes that job satisfaction of every employee plays a
vital role in the success of products. Job satisfaction is compulsory for its achievement
and accomplishment of eventual aims. Revelation and work of an institute becomes
a reality when the employees put all their efforts. Workers display devotion only
with the condition when they are gratified. Organizations assume additional immersion
of personnel in structural comfort, not only by gratifying the official accountabilities
and obligations defined in job description but also the intended and public performance
that exhibits that staffs deliberate and accept their organization as crucial
part of themselves and perceives the institute as an essential part of their
own beings. This study has remarkable implication on the job sector as
organizations should come forward with plenty of interesting offers to satisfy
the employees. Thus this study has significant implication and practicality.
Quantitative data collection technique
was employed in the present study. The questionnaire was made for this purpose.
This questionnaire was solely designed to collect the reviews of the employees
satisfaction. This structured questionnaire was used. To collect the views of
the respondents five point Likert scale was used in the questionnaire. to obtain
the data. This type of research questionnaire is most appropriate research
instrument as the most of data was collected from employees working in any
public organization. This tool would provide data that could be used in order to
get thoughtful understandings and conclusions. Furthermore due to admittance in
any public sector organization for purpose to carry out ethnographic research
was not conceivable for me due to time constrictions and dearth of contact,
interviews was not possible as it requires time and to derive themes is long
way to go. Furthermore I thought of focus group but it was pretty delicate and
difficult to get along with multiple members (employees) of public
organizations. So, a structured questionnaire was formed serve the purpose best
for collection of data related to variables of our study.
Following are the benefits of the device
i.e. structured questionnaire that I engaged in this study are
§ This was quicker and very
easy to administer.
§ It was made of easy word
that is comprehended able for the participant.
§ It is not very costly process.
§ It was made as per convenience
for respondents to respond on scale provided.
This study involves following
Firstly it was to find out the role of
job satisfaction in the behaviour of employees in public sector organizations.
Correlation between job satisfaction and productivity is to be unwavering and
investigate behaviour of public employees.
Independent variable is job satisfaction
and dependent variable is productivity.
This study was besieged towards public
sector organizations of Pakistan in order to study relationship of our
variables. The sample of the study comprised of the employees is working in
public sector organizations.
Non-probability sampling technique was employed
in this particular study. Convenience sampling was used as it was the only
method where is was easy to collect sample. I have used non-probability type of
sampling technique owing to its accessibility. This was used as it was easy for
me to access the sample and organization where I was able to get the access. In
order to eradicate the likelihoods of non-sampling error, I have developed
questions with utmost care. I have developed the questionnaire from previous
literature so minimum chance of error would be made. I have used simple
language to get the objectivity of results.
§ Planned questionnaire
was established and used for data collection purpose.
§ Close ended questions
were developed. These types of questions would have following benefits, such
as, better interpretation of questions because of probable answers so long as
in scale provided, easier for participants to complete. Moreover less chances
of poor response rate due to simplicity of carrying out as compared to
§ A five point Likert
scale was used, it comprised of the following items,
1 = Strongly Agree
2 = Agree
3 = Neutral
4 = Disagree
5 = Strongly Disagree
§ Respondent will have to
choose any one answer from this five point scale. Respondent cannot mark/choose
more than one answer. Respondent was able choose the suitable answer from five
point scale and mark a tick in appropriate box.
Types of the
I have established detailed questions in
detection of significance that how job satisfaction effects the productivity in
the employees working in public sector organizations. Different questions are
developed regarding the variables under study i.e. about “Job satisfaction” and
Sometimes there occurs a problem of “Compliance”, that is, some of the respondents
may consistently agree or disagree with a set of questions (Bryman, 2012). To evade this problem I have developed
questions that indicate contrary positions in order to willingly get an idea if
any respondent had filled a questionnaire not with due care and concern.
feel valued for your contributions?
Do you feel fair
I am happy with
my job and organization
I enjoy company
of my peers at my workplace.
I have not asked double-barrelled
questions from my respondents as it causes problems from respondents to answer,
so specific and clear questions are asked. Moreover very technical type of
terms is avoided as any respondent may find it difficult to understand and
The questionnaire is attached in
public sector employees 18 years or above
The employees must have 5 years’ experience
in the respective fields
employees with less than of 5 years of experience.
Method of Administration:
The permission letter to
collect data will be taken from Institute of Administrative Sciences,
University of the Punjab. As I was using purposive sampling I went to the
organizations that are easy to access. I have contacted TEVTA and Special Education
Department for the purpose of data collection. After getting the permission
from the said departments I went there physically. Initially the participants
were briefed about the purpose of the research. Most of the questions were
postured verbally. Information sheet and consent form (see appendix A for
consent form) was given to them. On the consent of
the participants I have given them the questionnaire to fill out.
On contacting respondents I shortly
briefed them on this research and purpose of data collection. Meaning and
definition of variables of my research like job satisfaction and productivity was
explained shortly just to give them the idea of my topic.
tried to adopt and follow all the ethical rules throughout the procedure of
data collection. So it is necessary as a researcher not to disobey the rules of
ethical principles that have to follow during the phase of research that is
hurt to Applicants:
The answers are design in way which may not a reason
of uncomfortable to answering members. So it took a behavior of talking that
may convinced to applicants to answer easily that my questions may not hurt to
anyone. I reserved to follow the rules and guidelines of ethical exploration.
I try to maintain all the data and information
confidentially regarding their organization so that the organization could
further invited me to do research during my academic career.
I have approached my defendants in very professional
manner, earlier consent was occupied from them and their agreement was asked to
contribute in this study and to help me with data collection on the topic under
consideration. No one was powerfully involved in this research and assent was
taken for answering and contributing.
I have reserved high concern for upholding this
ethical principle in study accompanied. No applicant or organizational participant
was misled. I tried to meet the participants in a very formal manner that
maintain the distance of researcher and participant. I helped to participants
by reading the question and cleared the concept about job satisfaction and
field of industry and organization has an extensive, opulent, and, at times, notorious
history and is linked to the training and considerate job satisfaction. This
research is very precise and aimed mainly on determining, and refining employee
attitudes as it consequently leads to increase in the productivity. Thus there
is dire need of the types of linkages and opportunities that increase
satisfaction on the employers to create such opportunities that create
study has limitation of time constraint. As the time was short so the
questionnaire was filled out from very few participants. More data will be
required to get more objective results of the study.
other limitation of the generalizability of the results.
are many suggestions that can be made for better output. First of all this
research can be replicated with more participants. So the results can be
generalized on more population. One possible future trend of employee
satisfaction research will be to better understand the interaction among the individual
and the condition and the numerous other interior and outside factors that impact
employee satisfaction. Most importantly, a enhanced understanding of the role
of emotions, as well as broader environmental impacts, is needed to look at.
Furthermore qualitative research can be done for the thick, deep and rich
understanding on the roles that plays a vital role in employees satisfaction.
What I learnt from it?
This study explored
my experience and knowledge about the working of public organization and get to
know about how public organization entertained their employees for sake of job
satisfaction. And how job satisfaction enhances to be more
productive. I get to know the workplace where how to tackle everyone and being
a researcher how to represent myself.