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The Interrelationship between Job Satisfaction and Job Performance - A Case of Staffs Educating from Project of Human Resources Development in Danang City
1 Thesis Title The Interrelationship between Job Satisfaction and Job Performance - A Case of Staffs Educating from Project of Human Resources Development in Danang City Advisor: Shih-Chien Chien Co- Advisor: Nguyen Phuc Nguyen Studentᾼs Name: Nguyen Thanh Quang Student ID: 11752311 Class: SD_MBA1 2012 Thesis Proposal 2 KEY WORDS O Job Satisfaction O Job Performance O Job Characteristics O Personal Outcomes O Work Outcomes O Psychological States 3 Outlines 1. Introduction 2. Literature Review 3. Research Framework and Methodology 4. Concluding Remarks 4 1. Introduction 1.1 Research Background O Job satisfaction plays an important role in managing human resource strategies of organizations. It can be said that the importance of effective managing human resources strategies greatly depend on how well employees are being satisfied in that organization. O According to Lumley et al. (2011) cited in Spector (1997) that job satisfaction influences peopleᾼs attitude toward their job and various aspects of their job. O Ellickson and Logsdon (2001) quoted from Spector (1997) indicated that the result of dissatisfied workers show an increased propensity for counterproductive behaviors, including withdrawal, burnout, and workplace aggression. 5 O Besides, Saari and Judge (2004) cited the results of some studies from Hackett and Guion (1985), Hulin, Roznowski, and Hachiya (1985) and Kohler and Mathieu (1993) shown that dissatisfied employees are more likely to quit their jobs or be absent than satisfied employees. O Furthermore, Morrison (2008) mentioned that the results of job satisfaction are better performance, reduction in withdrawal and counter-productive behaviors. O Therefore job satisfaction involves the affect and emotions of employees; it influences the well-being of organization with regard to job productivity, employee turnover, absenteeism and life satisfaction (Lumley et al., 2011; Sempane, Rieger, & Roodt , 2002; Spector , 2008). 6 O A satisfied employee will create a pleasant atmosphere in organisation and attain high level performance through efficiency. Employees seem to be motivated to do grater effort when they feel pleasure and highly satisfaction in their job. The total organization efficiency and performance employees depend on how well individual employee shows their effective performance in the organisation. Thus, employee effort is one of an important factor that necessity for determining an individual performance (Pushpakumari, M. D. 2008). O To date, research on job satisfaction and job performance had particular interested due to the inconsistent finding the literature with regard to the factors affecting job satisfaction and job performance. Especially, regarding to the relationship between job performance and job satisfaction (cited in Kim, H., Knight, D.K., & Crutsinger, C. (2009. p550). 7 O There are many theories are measured by job satisfaction. Such as: O Affect theory O Dispositional theory O Opponent process theory O Equity theory O Discrepancy theory O Two-factor theory (motivator-hygiene theory) O Job characteristics model O For job performance, a job performance model of motivation is employed. 8 O The study tries to identify the factors, which are effect on job satisfaction of employees that educated from the Project of Human Resources Development in Danang city. It is also discover the interrelationship between job satisfaction and job performance. O The job characteristics model developed by Hackman and Oldman (1975) is now considered the most popular model studying on job characteristics which could assess the extent of overall job characteristics that affects employeeᾼ attitudes like job satisfaction and quality of work performance. O This study tries to use job characteristics model as a ascendant variables to influence job satisfaction for the case of the Project of Human Resources Development in Danang city. 9 1.Introduction 1.2 The Project Human Resources Development of Danang city 1.2.1 History of Project Besides the attracting talent, the city has invested a huge fund scholarship for excellent students and staffs to higher educate in the country and abroad. In 2004, project sponsoring students to study abroad by the city's budget (known as Project 47) was implemented. Then, Project for training 100 masters, doctors at foreign universities (known as Project 393) was founded in 2006. Finally, Projects 47 and 393 has been unified in 2010 as Project of human resources development. 10 1.Introduction 1.2.2 Objectives of Project O The main objectives of Project Human Resources Development are to create good managers and excellent experts in many fields for serving economic-social development of the city in the time of industrialization and modernization and especially in the period of integrated international. O The number of gifted students sponsor for each year: Undergraduates study abroad are 20 students and study in Vietnam are 40 students; Postgraduates study abroad are 10 students. The Project concentrate on group training programs as Economics, Engineering - technology, law, administration, construction - urban management, health, pedagogy. The expensive fees scholarship for every year: 3 - 3.5 millions USD. 1.2.3 Results of Project O The total number students joining Project (updated until 6/2012) are 428 (Undergraduates: 332; Postgraduates: 80 Masters; 18: Doctors). After many years education, 159 persons had graduated and are working at Departments belong to Danang government. [...]... 2.Literature Reviews 2.5 Job Satisfaction and Job Performance The study of the relationship between job satisfaction and job performance is one of the most venerable research traditions in industrial-organizational psychology It has been studied for decades and the earliest studies considered the potential linkage between employee attitudes and performance was of the Hawthorne studies in the 1930s and the. .. reviews differed greatly in their orientation, perceptions or optimism when they regarding the relationship between satisfaction and performance 17 2.Literature Reviews 2.6 Job Characteristics and Job Satisfaction O According to Jubdi, Samah, and Saad (2007) found that there is a relationship between job characteristics and motivation, satisfaction, effectiveness, their stated that job characteristics contribute... Use of technology, job characteristics and work outcomes: A case of UNITAR instructors International Review of Business Research, 3, 18 4-2 03 Khan*, A H., Nawaz, M M., Aleem, M., & and Hamed, W (2012) Impact of job satisfaction on employee performance: An empirical study of autonomous Medical Institutions of Pakistan African Journal of Business Management, 6(7), 269 7-2 705 Retrieved from http://www academicjournals.org/AJBM/PDF/pdf2012/22Feb/Khan%20et%20al.pdf... 1.Introduction 1.4 Research Purposes O 1 Is there a relationship between job characteristics (namely, Skill Variety, Task Identity, Task significance, Autonomy, Feedback) and job satisfaction? O 2 The control variables (namely Gender, Educational level, Country training, Occupational class, Experience, Tenure, Age, Marital status, Salary) play a moderator to affect job satisfaction and job performance. .. M., Tladinyane, R., & Ferreira, N (2011) Exploring the job satisfaction and organizational commitment of employees in the information technology environment Southern African Business Review, 15(1), 10 0-1 18 Retrieved from Available: http://www.ajol.info/index.php/sabr/article/viewFile/76394/66852 Matubber, A. A., & Miah, K.M (2001) A comparative study of job satisfaction of the Islami Bank and the Conventional... job provides those things which are viewed as important -Work feeling Accomplishment work-related tasks skills by an employee trainee, it may refer specific skills or overall performance - Quality of work -Quantity of work - Job Knowledge - Dependability -Co-operation and Personal relations - Responsibility Team working and developing others of or or to to -Co-operation and Personal relations - Team... predicting job satisfaction Their also concluded that skill variety and task identity were significant and positive predictors of job satisfaction 18 2.Literature Reviews O According to Suman and Srivastava (2009, p.143) cited in Brown and Peterson (1993) showed that greater amount of feedback, variety, autonomy and other positive job characteristics are associated with greater job satisfaction O Further studies... Organizational Behavior and Human Decision Processes, 35(), 34 0-3 81 Hadi, R & Adil, A (2010) Job Characteristics as Predictors of Work Motivation and Job Satisfaction of Bank Employee Journal of Indian Academy of Applied Psychology, 36 (2), 29 4-2 99 Hulin, C.L., Roznowski, M., & Hachiya, D (1985) Alternative opportunities and withdrawal decisions: Empirical and theoretical discrepancies and an integration Psychological... a researcher cannot select the kinds of probability samples used in large-scale social surveys O for said study will be obtained with help of survey instrument The appropriate tool to determine and assess attitude data is pre-determined instrument based Questions In this study, the author has identified different variables and studied their relationship to depend variables of job satisfaction and job. .. motivation, satisfaction and effectiveness O Moreover, four job characteristics (namely, task significance, task variety, task identity and feedback as significant positive predictors of job satisfaction by Hadi and Adil (2010) that cited in Hunter (2006) O Besides, Hadi and Adil (2010) found in their study that the model comprising of job characteristics was statistically significant in predicting job . 1 Thesis Title The Interrelationship between Job Satisfaction and Job Performance - A Case of Staffs Educating from Project of Human Resources Development in Danang City Advisor: Shih-Chien. job satisfaction and quality of work performance. O This study tries to use job characteristics model as a ascendant variables to influence job satisfaction for the case of the Project of Human. training, Occupational class, Experience, Tenure, Age, Marital status, Salary) play a moderator to affect job satisfaction and job performance. O 3. Is there a relationship between job satisfaction