Impact of employee’s job satisfaction on organizational performance

            

 

The purpose of this artical is to explore the link between job satisfaction and organisational performance and to determine whether there is there an empirically provable relationship between these two variables and the direction and the intensity of this relationship. Here it is imperative to point out that the relationship between job satisfaction and organisational performance is complex; the research on it is rare; and theoretical and practical studies have not yielded an unambiguous answer to the real nature and strength of the connection between job satisfaction and organisational performance. In fact, some authors have found a positive correlation between job satisfaction and organisational performance (Chan, Gee, & Steiner, 2000; Ellinger, Ellinger, Yang, & Howton, 2002; Huselid, 1995; Koys, 2001; Latif et al., 2015; Mafini & Pooe, 2013), whilst, on the other hand, some have not discovered any statistically significant correlation between these two variables (Daily & Near, 2000; Mohr & Puck, 2007).

In the discussions on organisational success, managers often say that employees’ morale is one of the crucial factors for success. Even Napoleon said: ‘The effectiveness of the army depends on its size, training, experience and morale, and morale is worth more than all the other factors together.’ Focusing on recent times, it could be stated generally that managers want to have satisfied employees who feel good in their workplace; they prefer to work with people who have a positive view of the job. Workers who have a high level of job satisfaction generally love their job; they feel justice in an environment in which they work, and feel that their job gives them some positive features such as variety, challenge, good pay and security, autonomy, pleasant co-workers, etc. Workers who are happy at work will even devote private time to their work activities, they will be creative and committed, they will seek a way to cross any obstacle which might exist in the realisation of their jobs, and they will assist their colleagues and superiors. These workers will have extraordinary performance, and the companies with these kinds of workers will be successful. But, is this always the case? Is job satisfaction such a crucial factor in organisational behaviour? The general answer to this question is ‘yes’. However, it is important to emphasise that the relationship between job satisfaction and organisational performance or organisational success is far from simple and direct.

Organisational performance cannot be viewed as a simple sum of individual performances. Although the research results of many studies suggest the existence of positive correlation between job satisfaction and individual performances (Brayfield & Crockett, 1955; Goslin, 2005; Harter, Schmidt, & Keyes, 2003; Iaffaldano & Muchinsky, 1985; Judge, Thoresen, Bono, & Patton, 2001; Locke, 1979; Near, Rice, & Hunt, 1980; Rain, Lane, & Steiner, 1991; Schwab & Cummings, 1970; Tait, Padgett, & Baldwin, 1989; Vroom, 1964; Wright & Cropanzano, 2000), the case with the relationship between job satisfaction and organisational performance is more complex. Organisational performance is influenced by various factors, both internal which the company can influence, and external, which are beyond the company’s influence. Attitudes in general and especially job satisfaction really affect organisational behaviour in a number of cases, but not always. This impact is sometimes blocked by the influence of external factors, conditions and circumstances. It would be naive to claim and expect that the impact of job satisfaction on organisational behaviour, and thus on organisational performance, is visible at all times and in all circumstances.

Regarding the studies that address the relationship between job satisfaction and organisational performance, it should be pointed out that the number of studies focused on this connection is much smaller in relation to the number of studies dealing with the relationship between job satisfaction and individual performance. These studies are recent, and give inconsistent results. Some authors have found a positive correlation between job satisfaction and organisational performance (Chan et al., 2000; Chandrasekar, 2011; Ellinger et al., 2002; Harter, Schmidt, & Hayes, 2002; Huselid, 1995; Koys, 2001; Schneider, Hanges, Smith, & Salvaggio, 2003; Zohir, 2007), while some, on the other hand, do not discover any statistically significant correlation between these two variables (Daily & Near, 2000; Mohr & Puck, 2007).

More concretely, Ostroff (1992) found that organisations with more satisfied employees tended to be more effective than organisations with dissatisfied employees. Ryan, Schmitt, and Johnson (1996) found out that employee morale was related to subsequent business performance indicators, customer satisfaction sentiments, and turnover ratios. Harter et al. (2002) found positive correlations between employee satisfaction-engagement and the organisational performance measured by productivity, profit, employee turnover, employee accidents, and customer satisfaction. Gould-Williams (2003) suggests that when employees act diligently and have outstanding performance, the organisational performance will be superior. Evans and Jack (2003) showed that employee satisfaction has a positive impact on market performance, which was analysed through earnings per share, and market performance has a significant impact on financial performance. Schneider et al. (2003) found out that higher return on assets (ROA) and higher earnings per share were positively correlated with higher job satisfaction.

Aside from the impact of job satisfaction on organisational performance, the inverse effect also should be examined, i.e. the existence of the impact of organisational success on workers’ job satisfaction. However, it should be noted that the degree of identification with organisational success is significantly smaller and much less motivating in comparison with individual success, which is often, even inevitably, followed by different rewards. Organisational success generally does not bring some direct rewards or benefits to a particular worker. Therefore, the question is: Does organisational success have the power to influence or enhance job satisfaction? Studies have not made a clear contribution to the clarification of this relationship. However, the following researchers have made initial effort to this clarification. Namely, Ryan et al. (1996) regarding the opposite relationship between job satisfaction and organisational performance found out that consumer satisfaction influence on morale. Cole and Cole (2005) discovered that organisational performance causes employee satisfaction. In this context, Gross and Etzioni (1985, p. 4) pointed out that ‘organisational reality and human happiness go hand and hand’.

Thus, although clear directions of causality in the relationship between job satisfaction and organisational performance remain unresolved, initial evidence has suggested that aggregate employee attitudes have connections with organisational performance outcomes and vice versa; the organisational performance are correlated to job satisfaction. All the evidence suggests that the relationship between job satisfaction and organisational performance is complex and insufficiently researched.

Methodological consideration

The main objective of this study was to investigate the relationship between job satisfaction and organisational performance in both directions, and to determine which relationship is stronger, the one between job satisfaction and organisational performance, or between organisational performance and job satisfaction. Related to this, the conceptual model has been developed which was the basis for empirical research (see Figure 1).

Figure 1. Conceptual model of relationship between job satisfaction and organisational performance. Source: created by the author.

 

 

As is evident from Figure 1, the one part of the conceptual model refers to job satisfaction, which is observed under the influence of factors that affect this work attitude and which are shown on the left side of the model. These factors are: nature of work, opportunities for advancement, posibility of further education, leadership, co-workers, direct supervisors, salary, position in the company, working conditions, permanent employment and working hours. However, the most important link presented in the conceptual model is the link between job satisfaction and organisational performance which is analysed through financial indicators, which are shown in Figure 1 (right-hand side). Financial indicators that were selected for this analysis are: total asset turnover, current asset turnover, revenues over expenses ratio, ROA, return on equity (ROE), ROCE (Return on Capital Employed), revenue per employee, earnings before taxes per employee, labour costs per employee, index BEX. Besides the relationship between job satisfaction and organisational performance, this conceptual model predicts the existence of a reverse connection or the connection between organisational performance and job satisfaction.

 

 Reference

 

 Bakotic, D., 2021. Relationship between job satisfaction and organisational performance. [online] Taylor & Francis. Available at: https://www.tandfonline.com/doi/full/10.1080/1331677X.2016.1163946 [Accessed 20 May 2021].