This essay shall review and explain how the relation between job satisfaction and job performance

is the most complicated and major argument among organizational research centers. What Job satisfaction & Job performance is individually. The nature of the Job satisfaction & employee performance will also be discussed. The two scenarios of this essay are that Job Satisfaction leads to Employee performance OR Job Performance leads to the Employees Satisfaction towards his job. These will be explained by theories & examples that support or are against these scenarios. Locke (1976) defines Job satisfaction can be defined as a pleasurable or positive emotional state resulting from the appraisal for ones job or job experience. Job satisfaction is related to being happy with the job. People differ, from one another, in what they expect from a particular job. Thus, research has proved that any job should include five very important dimensions which reflect the responses of the employees on all the aspects of a job. The first dimension is The Work Itself. This dimension shows the relationship between expectations & experience. The second dimension is The Pay. Pay & satisfaction is connected to each other. The relation between them is very complex. The connection between them shows whether the pay offered to people is enough for the job they perform & weather is it enough in comparison to what the other employees receive. The third dimension is Promotion. Since promotion is an increase in an employees pay it provides major satisfaction. The fourth dimension is Supervision. This reflects the relation between an employee & his or her immediate supervisor which is an important ingredient in job satisfaction. The fifth dimension is the Co-workers. This is similar to the fourth dimension. These 5 dimensions play a very important role to satisfy an employee at his workplace. Job satisfaction is a very vital milestone. It helps in reducing employee absenteeism which enhances the employee productivity & increases the turnover of an organization (Rollinson, 2005). Job Performance is an essential part of Human resource management. It is the most important factors which determine the companies or organizations outcomes & success. An individuals performance is one of the major concepts in work & organizational psychology. Researchers in the past few years have made advancement in expanding & clarifying the performance concept (Campbell, 1990). However, improvements have been made in elaborating predictors & processes linked with individual performance. The nature of job satisfaction & job performance is related. Various ways have been determined in which satisfaction & performance are connected. Few researches have used cross-lagged designs, longitudinal & panel designs to show this relation. Two very important models of this nature are job satisfaction leading to job performance & job performance causing job satisfaction. Discussing the first scenario G. Strauss expressed his views by saying Early human religionists viewed the moraleproductivity relationship quite simply: higher morale would lead to improved productivity (P.264). This means that the morale & productivity link is very tranquil. Higher levels of morale in employees will

eventually lead to better task performance. Attitude of an employee can lead to his behavior in performing a certain task which affects the performance assigned to him. Eagly & Chaiken (1993) stated that, In general, people who evaluate an attitude object favorably tend to engage in behaviors that foster or support it, & people who evaluate an attitude object unfavorably tend to engage in behaviors that hinder or oppose it. This means that attitude is an important aspect in facilitating behavior. If the attitude towards work is positive then the employee works in favor of the firm, and that increases job performance but if the attitude is negative then the behavior towards work also becomes negative which un-interests the employee to perform the given task. Thus, people who have high level of job satisfaction perform a particular task in the best way possible. The second scenario is expressed as when the employees perform well, they are given rewards which in-turn satisfy the employee. Researchers have found two reasons that misinform the connection between performance & satisfaction. First being, Satisfaction in one way or the other, is one of the main reasons that affects employee performance. Performance is usually based on a particular individuals efforts & inputs for the task performed. A meta -analysis recently conducted was in favor of this conclusion. The second reason is the precision of understanding an individuals performance. However, performance grading does not reflect the intended relationship at work. Weak research outcome is usually due to the inappropriate measurement of the individuals level of performance. A recent finding showed a positive relationship between employee satisfaction & performance. This showed that managers can create a positive effect in performance by increasing employee job satisfaction. (Kreitner, Kinicki & Buelens,2002) While talking about job satisfaction, it is very important to discuss vlues as they play a very important role. Value Percept Theory explains that a job comprises of many divisions like rewards, relationships, task & duty. Some factor satisfies some employees & some other factor satisfies other employees. Thus, satisfaction can be due to different components of the job. For example, an employee works at a place where his salary is high which satisfies his needs which helps him to work better. The other employee works in a company where he is highly recognized among his employees for his good performance which satisfies his needs & motivates him to perform better for more recognition but another employee working at the same level is not recognized as much as his collogue which demotivates him. This theory shows that if the employee is given five dimensions which are pay, promotion, good coworkers, good supervisors & a work task at work place then this provides a certain push for the employee, which in turn leads to job satisfaction and that leads to better job performance. Therefore, Value percept theory suggests that Job satisfaction is very important in an organization & leads to good job performance (Colquitt, Lepine and Wesson, 2011). The characteristic of a particular job plays a vital role in order to satisfy an employee & make him work harder. Job characteristics Model shows the relation between individuals

responses & job characteristics. There are five job facets that help in outcomes which are beneficial. They are skill variety, task significance, autonomy, and task identity and job feedback. The first three dimensions that is skill variety, task identity & task significance make the employee feel the importance of the task he/she performs. Autonomy shows the encountered responsibility of conclusions of the work. Feedback of the job helps understanding if the job performed is up to the expected results (Hackman and Oldham, 1976, 1980). For instance, an employee working in a company which produces cereals for children would hire an employee based on the skill required in the making which would give skill variety, & task identity is the completion of that job from the start to end process and the task significance would depend on the impact that the product (cereal) makes on the rest of the people consuming the product & this contributes to the amount of responsibility which is on the shoulders of that employee which is the fourth characteristic of the theory called autonomy, the fifth one called the feedback is the follow up procedure used by the employee to be aware of the concerns raised by the people who consume the end product which helps in the betterment of the product. When it comes to explaining job satisfaction leading to job performance The Herzbergs Two Factor theory is of increased relevance. Here the two factors are Hygiene Factors & Motivator factor. They consist of extrinsic & intrinsic factors respectively. The hygiene factors consist of pay, job security, fringe benefits & status. Whereas motivator factors include opportunities for growth, a stimulating task, recognition & the feeling of achieving something. Hygiene factors dissatisfy the employee, whereas, motivational factors helps in increasing satisfaction among employees. So, there is hygiene factors have a negative effect. But for the motivational factors the effect is only positive factors. Therefore, factors that lead to satisfaction are recognition, responsibility, growth & advancement. The factors that lead to dissatisfaction are salary, work conditions, relationship with colleagues. For instance, if a worker is paid less but given lot of responsibility he will be dissatisfied but if the worker is given not much responsibility but is highly paid he will be satisfied. Thus, Herzberg claims that the satisfaction of an employee with his work directs to betterment in the job performance. The Big Five Personality theory by Costa & McRae (1992) includes five factors which are openness, conscientiousness, extravert, agreeableness and neuroticism. Openness means being imaginative, open minded & logical. Conscientiousness is modest, self-discipline & behaves in an orderly manner. Extraverts are self-confident, active & gregarious. Agreeableness is straight forward, truthful & passivity. Neuroticism or negative emotionality is self-conscious, defenseless & impulsive. These factors have a negative impact on the organization & the employee which shows that not only job satisfaction but other aspects also affect the job performance of an employee in an organization. (Buchanan & Huczynski, 2007, P149). Much research has been directed on the Big Five. This has brought about both denunciation

and support for the model. Reviewers contend that there are restrictions to the degree of Big Five as an illustrative or prescient hypothesis. It is contended that the Big Five does not illustrate all of human emotional persona. The approach used to distinguish the dimensional structure of emotional disposition qualities, component investigation, is regularly tested for not having a generally-distinguished foundation for picking around explanations with distinctive various variables. An additional incessant sentiment is that the Big Five is not speculation-driven. It is just an information-driven examination of certain descriptors that will usually bunch as one unit under variable investigation. The Value percept theory, The Job Characteristics Theory & Herzbergs Two Factor Theory shows that Job satisfaction leads to better Employee performance. Value percept theory shows that every factor leads to satisfaction in a worker. The job characteristics theory shows the five facets that satisfy the employee which leads to performance. The Herzbergs two factor theory shows the negative & positive factors . The Big Five Personality theory shows the negative facts which affect the employee and / or the organizations turnover. Even though there have be a lot of hindrances & restrictions while researching & conducting the study, it can be concluded that the managers must improve the level of job satisfaction which in-turn will help in the betterment of performing the job. After all the discussion, research & arguments, the essay concludes that Job satisfaction leads to better Job Performance. Thus answering the question, it is desirable that the employees perform well and so high level of job satisfaction is very important in an organization.

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