Impact of Perceived Overqualification on Job Satisfaction and Performance of Employees: Evidence from Pakistan Agricultural Research Council (PARC)

Job satisfaction is equated to the performance of employees that is reflected in the quality of services extended to people an organization or agency serves. A satisfied employee brings out his/her best in achieving the mission of the agency he/ she serves. This study determined the level of job satisfaction and performance of the 164 employees of Conner District Hospital. It described the respondents’ profiles in terms of age, sex, civil status, ethnicity, religion, monthly income, highest educational attainment, length of service, and the department they belong. Moreover, it described the level of job satisfaction and performance of employees in terms of (a) motivation, which encompasses payment, job security, and promotion, (b) work environment, and (c) training or skills of employees. The study likewise investigated the difference in the respondents’ level of job satisfaction when grouped according to profile variables. It further ascertained the relationship between the level of job satisfaction and performance of employees as assessed by the respondents. The research design used was descriptive-correlational design; the data on the performance of the employees were extracted from their Individual Performance Commitment Review (IPCR) for the two rating periods of the calendar year 2023. Results reveal that the level of job satisfaction of the respondents along motivation (payment, job security, promotion), skills/training and work environment is found to be highly satisfied. The performance of the respondents along strategic function received an outstanding rating while core and support functions received very satisfactory rating. There is no significant difference in the level of job satisfaction of the respondents along profile variables such as sex, age, civil status, ethnicity, religion, monthly income, and length of service. However, educational attainment and department affiliation were found to have significant difference in the level of job satisfaction of the respondents. There is no significant relationship between the respondents’ job satisfaction and the overall performance of the employees in the Hospital Operations and Patient Support Services (HOPSS) and Medical Departments. On the other hand, there is a significant relationship between respondents’ job satisfaction on work environment and performance specifically on the core functions in the Nursing Department.

This study examines the relationships between customer service quality, employee job satisfaction, job performance, and user satisfaction in the banking industry, with a focus on Maybank. The objective is to determine how employee satisfaction and performance impact user satisfaction and customer service experience. A survey was conducted among 200 Malaysian banking customers, and responses were analyzed using regression analysis to test six hypotheses. The results confirm that customer service experience, employee job satisfaction, and job performance all significantly influence user satisfaction. Specifically, customer service experience (β = 0.291, p < 0.01) and employee job satisfaction (β = 0.322, p < 0.001) show strong positive effects on user satisfaction, while employee job performance (β = 0.200, p < 0.05) also contributes positively. Additionally, employee job satisfaction significantly enhances both job performance (β = 0.732, p < 0.01) and customer service experience (β = 0.340, p < 0.01). Employee performance is a key factor in delivering superior customer experiences (β = 0.534, p < 0.001). The study concludes that improving employee satisfaction is crucial for boosting job performance and customer service, which in turn elevates user satisfaction

This study examines the relationships between customer service quality, employee job satisfaction, job performance, and user satisfaction in the banking industry, with a focus on Maybank. The objective is to determine how employee satisfaction and performance impact user satisfaction and customer service experience. A survey was conducted among 200 Malaysian banking customers, and responses were analyzed using regression analysis to test six hypotheses. The results confirm that customer service experience, employee job satisfaction, and job performance all significantly influence user satisfaction. Specifically, customer service experience (β = 0.291, p < 0.01) and employee job satisfaction (β = 0.322, p < 0.001) show strong positive effects on user satisfaction, while employee job performance (β = 0.200, p < 0.05) also contributes positively. Additionally, employee job satisfaction significantly enhances both job performance (β = 0.732, p < 0.01) and customer service experience (β = 0.340, p < 0.01). Employee performance is a key factor in delivering superior customer experiences (β = 0.534, p < 0.001). The study concludes that improving employee satisfaction is crucial for boosting job performance and customer service, which in turn elevates user satisfaction

The aim of this study is to determine the impact of the managers’ leadership behaviors over job satisfaction and performance of employees. In this way, a questionnaire was applied over the managers and employees who were working in the small and medium size business in the industrial zone of Ankara Ostim Turkey and 266 questionnaires were accepted as suitable for analyzing. The questionnaire was prepared as two parts. The first part of the questionnaire included demographic information of respondents and second part included the statements about leadership behaviors of manager, job satisfaction and performance of employees. The statements for job satisfaction and leadership behaviors were marked by employees and the statements of the employee performance were marked by managers. The significant relationships were found between leadership behaviors of managers and job satisfaction and performance of employees. Also the significant relationship was found out between job satisfaction and performance of employees. Key words: Manager, leadership, behavior, job satisfaction, employee performance.

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The aim of this research is to analyze and prove the effects of organizational culture, entrepreneurial leadership, work stress, and career development on employees’ job performance through employees’ job satisfaction. This research was conducted in the production division of the state-owned companies (BUMN) in the manufacturing and strategic industries in East Java. The analysis technique is Structural Equation Modeling with statistical program of AMOS 19 as a tool to measure the relationship quality of organizational culture, entrepreneurial leadership, work stress, and career development on employees’ job satisfaction and performance. 9 hypothesis formulations which are proved to be statistically accepted are: H1: Organizational culture significantly affects job satisfaction, H2: Entrepreneurial leadership significantly affects job satisfaction, H3: Work stress significantly affects job satisfaction, H6: Entrepreneurial leadership significantly affects job performance, H7: Work stress significantly affects job performance, H9: Job satisfaction significantly affects job performance, While the rejected hypotheses are: H4: Career development significantly affects job satisfaction, H5: Organizational culture significantly affects job performance, H8: Career development significantly affects job performance The results of the research indicate that entrepreneurial leadership and work stress affect employees’ job satisfaction, in which they have implication on employees’ job performance in state-owned companies (BUMN) in East Java. Furthermore, job satisfaction is also affected by organizational culture.

The Sri Lankan government established the social distance policy and lockdown system as a remedial measure to the COVID-19 pandemic situation. Therefore, the organisations decided to implement the work from home concept even though it is new to Sri Lankans. Hence, the present research was undertaken to examine the situation of work from home, to examine the impact of work from home on employee job satisfaction and performance, and to provide suggestions and recommendations to improve the employees’ outcomes during work from home. The study was conducted in an information technology service company in Colombo. The conceptual model of this study was tested mainly based on the primary data which were collected through a pre-tested structured questionnaire by online survey with a randomly selected sample of 100 information technology application support consultants. Standard statistical procedures such as reliability test, Wilcoxon-singed rank, correlation analysis, and regression analysis were used to analyse the data. The results revealed that the majority of the information technology application support consultants were male, single (living with family), educated up to bachelor degree level, and satisfied with work from home. The analysis has shown that organisational climate, technical support, financial support, task identity, dealing with others, and feedback from clients significantly affected the work from home (p = 0.000). Further, findings disclosed that work from home was positively correlated with employee job satisfaction (r = 0.638, p = 0.000) and employee job performance (r = 0.618, p = 0.000). This study could be concluded that work from home has a positive and significant impact on employee job satisfaction and performance of the selected information technology service company. Further, the outcomes of this study mainly recommended providing sufficient credit facilities such as: providing loans for a home-based office (Mean = 4.69, p = 0.000). The findings of this study provide significant insight to information technology service companies who implement and perform the work from home concept, to enhance the employees’ outcome during work from home situations.
 Keywords: Employee Job Performance, Employee Job Satisfaction, Impact, Work from Home

This study focused on the dialectical relationship between job satisfaction and job performance of restaurant employees in Dekina Local Government of Kogi State, Nigeria. The purpose of this study is to finding out whether there is positive relationship between job satisfaction and job performance of restaurant employees. The study used both primary and secondary source for gathering reliable and adequate data and information. The primary sources of data include the personal interview and questionnaire administered to the sampled restaurants. Taro Yamani sampling method was adopted to determine the sample size, and Bowler’s proportional allocation method to distribute questionnaires in these selected restaurants in Dekina Local Government of Kogi State, Nigeria. To analyze data gathered for this study, descriptive statistical tool, percentages, table and Likert Scale method were used. The study revealed that job satisfaction can influence job performance positively. It was concluded that A happy employee makes happy customers come again and this keeps the business on track, and that the Job satisfaction of employees can influence their job performances in a direct proportion. The study therefore recommended that restaurant business owners should motivate their employees and make them to perform more next time to increase reward.

After experiencing the COVID-19 pandemic, employees' health and well-being become a priority for firms. Organizational health-oriented strategies assist them in coping with health-related crises. Based on the social exchange theory, the present study attempts to determine the role of organizational health-oriented strategies in promoting employees' job performance. This study hypothesized that the organizations' health-oriented strategies positively correlate with employees' job performance. This study also assessed the mediating role of employees' psychological wellbeing and trust and moderating role of perceived medical mistrust. For the empirical examination, data of the present study was gathered from the textile sector in China. This study analyzed data through partial least square structural equation modeling (PLS-SEM). For this purpose, Smart-PLS software was used. The outcomes revealed that organizational health-oriented strategies positively enhance the employees' psychological wellbeing, trust, and job performance. Moreover, the results revealed that employees' psychological wellbeing and trust positively mediate the proposed relationships. This study found that perceived medical mistrust moderates the relationship between employees' psychological wellbeing and job performance. However, the findings revealed that perceived medical mistrust does not moderate the relationship between employees' trust and job performance. In addition, the present study's findings provide insights to the firms about the importance of health-oriented strategies. Moreover, this study's findings also serve the literature by providing important theoretical and practical implications.

The study is done to analyse impact of human resources management practices on job performance and job satisfaction of employees in State-owned enterprises in Hanoi. The impact of human resources management on job performance and job satisfaction analysis through 321 questionnaires surveyed by employees working in State-owned enterprises. By applying the exploratory factor analysis, confirmatory factor analysis, structural equation modeling, the study aims to evaluate the impact of human resources management practices on job performance, job satisfaction, and the relationship between job performance and job satisfaction. The research results showed that that there is a positive relationship between human resources management practices and job performance, job satisfaction of employees working at the State-owned enterprises. In addition, the analysis results also pointed out that job performance has a positive impact on job satisfaction of employees. The result of the study suggested some important implications for State-owned enterprises to increase job performance and job satisfaction of employees of employees working at the State-owned enterprises in Hanoi in the future.

In recent years, stress has become worldwide phenomenon and people from almost every walk of life have face it. To increase the performance level of employees various efforts are made by the organizations to provide them good and sound working environment. However, it has been noticed that employees and organizations are not always going in the same direction. Majority of the employees want to have minimum work while the employer always tries to achieve the optimal performance by maximizing their workload. In either case, performance of the employees is affected. This study was conducted to determine the perceived levels of occupational stress, its effects and its relation with employee's performance, Job satisfaction, workload pressure among the various employees and identification of the sources of job stress were focused. Data was collected through the structured questionnaires from various employees. Stratified Random Sampling method was used to select the respondents in order to obtain a proportional allocation. The sample size of 110 employees was selected from three universities located in Malakand division. To investigate the statistical measures frequency, percentage, correlation, and linear regression were used for analysis. Cronbach's alpha was 0.7 which showed that the data was reliable. Results shows job stress has bearing on job satisfaction, employee's job satisfaction and performance. It has been concluded from this research studies that there is empirical correlation between job stress and performance, job satisfaction and workload pressure.

This study aims to examine the impact of ethical leadership on employees' job satisfaction, job performance, and turnover intention. A conceptual framework is developed which integrates job satisfaction as a mediating mechanism in explaining the nexus among ethical leadership, employee job performance, and turnover intention. The proposed model is tested by using the data collected from a sample (n = 196) of tourist companies in Pakistan. The results reveal that ethical leadership has a positive effect on employees' job satisfaction, job performance and negative effect on employees' turnover intentions. Further, job satisfaction mediates the effect of ethical leadership on employees' job performance and turnover intentions. The findings recommend that the demonstration of ethical leadership behaviours by managers at the workplace increases the likelihood of employees' job satisfaction and performance, while reducing their intention to leave the job. This study elucidates that, in Pakistani tourism sector, ethical leadership plays a key role in achieving performance goals. Future research could analyse the said nexus in different sectors and across different cultures while considering other measures of individual performance. The originality of this study is theorizing as well as empirically testing the intervening mechanism of job satisfaction in probing the linkages among ethical leadership, job performance, and turnover intention in Pakistani workplace context.

This study aims to analyze the influence of Knowledge Management (KM) and motivation on employee job satisfaction and performance at the Population and Civil Registration Office of DKI Jakarta Province. The analytical method used is Partial Least Squares (PLS), a statistical approach capable of handling complex structural models with relatively small samples. Data collection method through a survey of 150 employees randomly selected from various work units at the Population and Civil Registration Office of DKI Jakarta Province. Using the Partial Least Squares (PLS) approach to test the relationships between variables, the survey instrument used has been validated and its reliability tested before distribution. The results of the analysis indicate that there is a positive and significant influence of Knowledge Management (KM) on employee motivation. Additionally, motivation also has a positive and significant effect on employee job satisfaction and performance. However, the direct influence of Knowledge Management (KM) on job satisfaction is not significant. The analysis also shows that there is a positive and significant indirect influence of Knowledge Management (KM) on employee performance through motivation. These findings provide practical implications for management at the Population and Civil Registration Office of DKI Jakarta Province in managing Knowledge Management (KM) and motivating employees to enhance their job satisfaction and performance. This study also contributes to the literature in the field of human resource management and Knowledge Management.

Impact of dimensions of organisational culture on employee satisfaction and performance level in select organisations

Research is needed on disaster-affected workplaces, particularly on employee job satisfaction and performance, to inform workplace responses promoting employee postdisaster adjustment and wellbeing. Quantitative and qualitative data were collected from a volunteer sample of 255 employees of eight workplaces affected by the 9/11 attacks on New York City's World Trade Center nearly 3 years post disaster. The effects of 9/11 on both job satisfaction and job performance were more negative than positive, especially for the Ground Zero employees. Effects on job satisfaction and job performance were generally congruent. Workplace responses focused on individual needs were perceived as positive and those focused on workplace needs as negative. Workplace responses focused on business improvement intended to improve workplace performance may not have the desired effect and may reduce employee job satisfaction and performance.