Employees Job Satisfaction And Organizational Commitment

Published Date: 02 Nov 2017

A Study of Employee's Job Satisfaction and Organizational Commitment in PTCL (Pakistan Telecommunication Limited).

Introduction

In this aggressive world of business, to be profitable organization is important for the development of the business but also for the survival of the organization. To retain the capable employees is the major challenge which organizations are facing in today’s world. A lot of works have been done exploring the current and prevailing trend of job satisfaction and work motivation along with the organizational commitment around the globe but when we check on local evidences we came to know about the scarcity of the information in this particular area.

Significance of the Study

"The most important and crucial part of an organization is to manage people at work" (Jasmine 2010). As people is most important factor to play its part in the success of any business or organization. Telecommunication in any country is very basic and important element for sharing the information. The people use different modes for sharing the information. Pakistan Telecommunication Company Limited (PTCL) is a mega corporation and a leading line land telecom operator in the Pakistan. Throughout the country the company manages and operates around 2000 telephone exchanges, providing the biggest fixed line network. In order to cope with the market of the today’s world they have adopted many different strategies but they are also facing many different situations. The one of the worst is that there employees are not motivated due to many different factors. "Employee job satisfaction statistically correlated with a key personality trait, core self-evaluation" (Judge, 2001 & Kluger, 1998). ‘’Perception of job itself was one of the primary causes of relationship. Core-self-evaluation is the most important personality trait to predict job satisfaction and it is linked to the job itself. Extraversion and conscientiousness and some other personality traits can also influence job satisfaction’’ (Judge, Heller, & Mount, 2002).

Amplified level of conscientiousness, an increase in community reputation and opportunity for personal growth is created through promotions (Robbins, 2001). It is infect a scope that an organization provides to its employees for growth and job satisfaction. It is a process in which the employees are provided with an opportunity for growth and chances of development according to their abilities, their skills along with the level of work they done,

Problem Statement

According to the well managed organizations the vital factor of quality and productivity are workers An efficient organization will endorse a concept of commitment and satisfaction between its workers all the time. The importance of the sense of organizational commitment in the form of desirable outcomes is decreasing absenteeism, increased productivity and turnover, which is already been documented in many studies including Porter et al (1974);Steers(1977); Tett and Meyer (1993) and Reiches (1985).

Now there are many motivation theories such as Maslow Hierarchy of needs, Herzberg two factors Theory, Motivational theory X and Y. Now we are taking Herzberg two factor theory as base of this research. This theory was developed by Frederick Herzberg. He was a psychologist. He said that job satisfaction and job dissatisfaction act independently of each other. Motivators, such as recognition and achievement produce job satisfaction. Hygiene factors, such as job security and pay, produce job dissatisfaction.

Research has constantly confirmed that commitment does certainly give a drop in turn over. Now if your employees are not committed towards their job. Many studies have been conducted in this regard but very few have been done in the light of Herzberg theory. Many studies have been carried out individually on satisfaction, commitment and motivation but fewer studies are in telecom sector in Pakistan linking the three. So it’s important to have some research on job satisfaction and employee motivation particularly in PTCL (Pakistan Telecommunication Limited).

Aim of study

The aim of study is to find out the consequences because of low motivation of PTCL employees which can severely damage the business of PTCL. The factors such as work motivation, job satisfaction & organization commitment plays a vital role in the development of an organization. PTCL employees are unwilling to work because their concerns are not addressed i.e., Promotions, Perks, Fringe Benefits their job uncertainty, less appreciation & rewards & recognition not in place. The capacity building of the employees i.e. trainings are not being arranged. Networking of the employees is not promoted in terms of party gathering, picnic, or any source of entertainment. Such employees feel uncomfortable at their positions & start blame game, politics, delivering low quality stuff, mostly stay away from their offices giving lame excuses & ultimately the organization incur high cost because of low quality work by the employees. Each year, hundreds of billions of dollars cost by American business due to low leveled morale, and unscheduled absenteeism is the reason of it (Nicole Fink, Roberts Wesleyan University).

Research Question

What is the level of job satisfaction and employee motivation in PTCL?

What is the influence of incentives, promotions and rewards on employee motivation and job satisfaction?

Research Objective

To indentify the relationship between organizational commitment and job satisfaction to measure the job satisfaction level of employees in PTCL.

To measure the relationship between incentives, promotions, rewards on employee motivation and job satisfaction.

Delimitation of study

Literature Review

Sense of Achievement

Motivation is directly related to the employee’s achievement in workplace. Workplace achievement gives the pride to employees about their jobs and employees sense of accomplishment which they feel about their jobs and employers make them satisfied (Tenkorang, 2012). Decline in the achievement noticed by managers and those managers have to take proactive steps for implementation of such strategies which can increase employee morale and motivation of employees. Dissatisfaction of workers resulted by neglecting of employee motivation which reduces productivity and it can cause the employee turnover "Good managers recognize people by doing things that acknowledge their accomplishments and they reward people by giving them something tangible" (Deeprose, 1994). These achievements make an employee satisfied as he think that he has achieved something in his life. This sense of accomplishments will lead an employee psyche to the level of satisfaction if more expectations are met then his psyche lead him to the level delight above and more than satisfaction. This level of psyche will make an employee committed with his organization.

Equitable Rewards

Equitable rewards is a term used when there is a need or requirement of the employees to be given rewards equal to the job they had perform while on work. The kind of relationship that is among rewards and job performance determines the level of job satisfaction. If employees are rewarded on the basis of job performance and rewards are received equitable to their job performance, it increases satisfaction level. On the other side of the picture, if the incentive is based on considerations apart from the job performance, job satisfaction would be negatively affected (Jasmine, 2010).

Promotional Opportunities

Nature of job and environment of work are those factors which individuals seek in their jobs for satisfaction and by this they also give importance to the opportunities that job offers for promotion (Jasmine, 2010). If there is lack of opportunity for promotion in the present job then satisfaction of employees reduces. When the organization provides new opportunities of promotion then the employees will be more satisfied with their job and it can increase the efficiency of organization. As every individual wants to get promotion and wants to prevail the opportunities of growth. Fair chances of promotion according to the skills and abilities of employees make them more faithful to the work and eventually become a way of significant workability for the workers. If there is lacking of opportunities for promotion in present job then it decreases satisfaction level of employees (Jasmine, 2010).

Working Conditions

Working conditions involves the physical work environment particularly like the conditions of workplace, work environment. It also includes the relationship with the peers, relationship with your boss and also includes the relationship with the colleagues. Working conditions also include the associated facilities for performing the job. All these factors combine to conclude job satisfaction. Firstly, these provide means of job performance and secondly, provision of these conditions affects the individual’s perception about the organization. Individual experienced higher job satisfaction level about job, if these factors are favorable (Jasmine, 2010). On the other hand if these factors are unfavorable then individuals experience low level of satisfaction.

Age

Individual faces different levels of satisfaction about their job at the different stages of their working life. At initial level, satisfaction of job is high and gradually it gets reduced, to a certain level it starts raising up and then at last dips to the low degree. Wagner and Rush (2000) explained that initially 20-34 years are of settling down and establishment; whereas 35-55 are the years of sturdy sense of location and self in comparison with life and work among the peers. The younger employees align their needs set with organizational needs and tend to be more flexible. In comparison, aged employees lean to be more firm in adjusting their desires along the organizational objectives and needs. When an organization is joined by an individual, they may have some unrealistic assumption regarding which they are going to impel from their work. They become more satisfied by these assumptions. Thus, when reality is different and fall short from these assumptions then satisfaction of job decreases. When people start to correct their own assumptions and assess jobs in positive perspective then the satisfaction level start rising again. Particularly, when the career is near to an end, satisfaction level of job goes down due to outcome of future and retirement fear (Jasmine, 2010).

Job Satisfaction and Work Motivation

Job satisfaction is resulted by two variables; extrinsic and intrinsic factors. Satisfaction of job level is appraised by intrinsic factor and satisfaction of job level reduced and dissatisfaction caused by extrinsic factors. Extrinsic factors also known as hygiene factors (Herzberg et al.’s 1959). In accordance to Herzberg, dissatisfaction is resulted by hygiene factors and these are environmental features or external features e.g. supervision, administration, salary company policy, work conditions and benefits. Intrinsic factors also known as motivators and satisfiers, including challenging work or creative, advancement opportunities and responsibility.

Kovach (1987) also tried to identify the relationship; the provision of basic requirements of life motivates more individuals which in return make the employees satisfied from their jobs. Whereas Brown (1996) examines that when in an organization, there are delighted or some satisfied employees, it is likely to have delighted or satisfied customers. Brown said the employee satisfied and delightedness as a prerequisite of customer satisfaction. Thus, Wagar (1998) explained that if an individual has skilled, highly motivated and satisfied workplace then one can be successful in the global market that can produce quality goods at low costs

Job Satisfaction and Organizational Commitment

Citizenship behaviors contributed more by the workers whose satisfaction level is high (Brown, 1993). Individuals whose job satisfaction level is high illustrate decreased tendency for another job searching (Sager, 1994). Apparently there would be more likely to have a positive word of mouth about the organization, help others and go a step ahead than the average expectations in their job. Moreover, satisfied employees might be smoother to go away from the call of duty because they want to act in response their positive experience.

Emotional commitment is idealized as a strong belief in achieving an organization’s goals and a well-built desire to play a part in the organization (Van Dyne et al., 1995). Emotional commitment maintains behavioral direction when there is little expectation of formal rewards (Allen and Meyer, 1996), it would seem logical that emotional commitment drives those behaviors which do not depend primarily on reinforcement through formal rewards (Kashif, 2011).

Work Motivation and Organizational Commitment

Luthans (1998) asserts that motivation is the process that energizes, arouses, sustains and directs behavior and performance. Motivation encourage people internally towards the actions which helps them to achieve a preferred task employ effectiveness is a way which can inspire people to their work and can bring more work motivation to their commitment of their jobs. The conclusion of our study shows that a link exists among motivation and commitment (Popoola, 2007).

Proposed Theoretical Framework

Achievement in Work

Equitable Rewards

Promotional Opportunities Job Satisfaction Organizational

Commitment

Working Conditions

Work MotivationAge

Hypothesis

Hypothesis 1: Sense of Achievement is positively related to Job Satisfaction.

Hypothesis 2: If rewards are equitable to Job performance than Job Satisfaction Increases.

Hypothesis 3: If promotional opportunities are available then Job Satisfaction increases.

Hypothesis 4: If Working Conditions are favorable then Job Satisfaction.

Hypothesis 5: As age increases the level of Job Satisfaction decreases.

Hypothesis 6: Job Satisfaction has direct positive effect on Work Motivation.

Hypothesis 7: Job Satisfaction has direct positive effect on Organizational Commitment.

Hypothesis 8: Work motivation has direct positive effect on Organizational Commitment.

Research Methodology

Population Frame

The research was conducted on land line telecom operators in Gujranwala, Pakistan. The respondents will be the employees working in PTCL (Pakistan Telecommunication limited) particularly from the employees of Model Town Exchange.

Unit of Analysis

The data will be collected from person to person who means that the unit of analysis is based on individuals.

Type of Study

This study is a causal research. As, the problem is clearly identified by the company that their employees are getting de motivated and we have to find the causes or the reasons for it by using the two factor theory.

Time Horizon

Our study is one shot based in which we take responses from different entities or respondents at on single point.

Sample

We will take the sample of 100 by using the technique of item to respond ratio of 5:1. As there are around 500 employees so those we will take responses from 100 respondents.

Researcher Strength

We have good communication skills with good writing ability. We are hard working and creative. We are good organizers and have the ability of leadership so that we encourage our fellows for work and maintain good relations and environment within the group. We take things holistically and with open-mindedness so that we can judge thinking of things and examining the ideas from all the angels and present critical thinking. We are passionate, enthusiastic and energetic to explore and discover new ideas. We have love of learning and being in the position where our ideas valued by others.

Instrument Development

The instrument we are going to use for the purpose of data collection is by questionnaire and will use Likert Scale for measurement. The questionnaire will be self developed.

Proposed Data Collection Procedures

Proposed Data Analysis Techniques

Proposed Data Analysis Software

The collected data will then be analyzed by SPSS software.